Successful Management in the Global Marketplace

Navitas Data Sciences has been supplying the industry with high-level data resources for over twenty-six years. Now that the company is a global service provider, it is even more primed for attracting the world’s brightest and best programmers, biostatisticians, and data science resources to its well-established staff of experts. Having a workforce that is based in different countries opens up a new world of collaboration, cultural diversity and expansive information sharing.

Working in different time zones and experiencing a wide range of work ethics with different practices and motivations, can be overwhelming for those new to joining a global workforce (NDS now has offices in two countries at five locations). However, some of the best practices that have carried the day before can now be incorporated nicely across the entire organization.

Navitas Data Sciences believes that talent management is the most important component of a successful company, no matter if domestic or global. High employee turnover can cost companies time, money, and a loss of talent. For over two decades, NDS administration has proven that by utilizing the best practices in recruiting and retention, you can keep an exemplary workforce, with employee retention rates staying in the high ninetieth percentile contributing greatly to the success of the company.

“How you manage employees directly affects whether they leave or stay,” says NDS CEO Matt Ferdock. “We go out of our way at Navitas Data Sciences to keep good people,” he continues. At the top of the list is compensation. Competitive salaries and benefits avoid the feelings of discontentment that often fuel turnover. “Pay is a tangible reflection of management’s respect for the employee,” says Ferdock.

Including employees in decision-making is another important ingredient in the NDS employee retention success story. Ferdock believes that if team structures are created properly with project managers, team leads, and staff working together they will foster communications and better decision making. “People who are involved in decisions feel a larger sense of ownership than persons who are told what to do without asking their input first,” he offers.

Management stresses that it is also important to step back and consider how others view your company and encourage leaders to ask themselves whether team members view them in a positive way. Gaining peer respect and acknowledgment is highly regarded in the company and is considered very important to one’s sense of self-worth. A recent employee satisfaction survey backed-up this conviction by rating “Working with Equally Skilled Colleagues” as one of the top reasons that employees choose to work at NDS. "Colleagues Expertise and Support" was rated number one in the category for what influences the Navitas Data Sciences team's productivity.

Navitas Data Sciences employees rated their overall satisfaction with their company very high. In a recent survey conducted by the Gartner Group, it was reported that only 13 percent of employees in most companies are largely satisfied with their work experiences; Navitas Data Sciences reports 98 percent satisfaction!

Quinyx, a leading provider of workforce management solutions, reports that flexibility is one of the most important factors of happiness at work, higher than health benefits, culture, and employee discounts. The report further notes that 85 percent of workers believe a more flexible work schedule makes them more productive and 59 percent of workers believe flexibility is a right, not just a benefit. At Navitas Data Sciences, 99 percent of the staff agree that Navitas is very flexible with respect to personal/family responsibilities.

Perhaps the most important consideration for management in the global arena is a clear understanding of employee motivation. The different cultures and backgrounds of the global talent pool require exceptionally astute managers who will take the time to understand employee motivation and consider solutions that meet the needs of its employees in order to maintain engagement and loyalty to the company for which they work.

At Navitas Data Sciences, there is a long list of motivating factors that are considered by the management team. Employees are urged to submit papers and posters and present at major conferences. Career development is encouraged and subsidized. Recognition awards are given out twice a year, and bonuses are offered for internal candidate referrals through our Internal Referral Program and for new business opportunities submitted through the Ambassador Program, which rewards business opportunity leads and innovative ideas. (NDS employees rank "Spot Recognition Awards " as the number one preference of reward for their work efforts.)

“Here at Navitas Data Sciences, we encourage input from every person on the team,” says Ferdock. “Managers communicate daily with staff, and staff members are included in client meetings,” he adds. Respecting our workers comes in many forms including asking their input and participation in a variety of events. These are all considered important incentives by management and are the icing on top of the rewarding, challenging and inspiring work that motivates these exceptional workers in the first place. (Ninety-eight percent of NDS staff report that they are highly motivated and agree they are given challenging and inspiring work.)

For a company to remain competitive today, it is prudent to embrace globalization and clearly identify the benefits of conducting business internationally. Yes, there are a few obstacles and challenges, and adaptability is a necessity. But as illustrated by Navitas Data Sciences, a good, solid company can flourish even more with the influx of international ideas and new perspectives with good business practices and employee programs. The positive outcomes of globalization far outweigh the challenges of any obstacles.