Full Sail Partners Blog (36)

Each year Deltek conducts a survey of firms in the architecture and engineering industry to identify key issues impacting the market, highlight bright spots, and forecast future trends. Guided by industry experts, the survey focuses on financial statements, business development, project management, human capital management, and technology trends. This year, in total, 952 individuals took the survey, and nearly 450 companies provided input. Firms in this study are of varying sizes and headquartered across the US and Canada.

Key Findings in This Year’s Deltek A/E Clarity Report

Financial Statements

Firms’ financial statements reveal year-over-year stability in the industry, with most impacts appearing to be driven by talent management and staffing changes.

• Average operating profit on net revenue was 13.2%, up just slightly from last year’s 13% and the previous year’s 12.8%.
• Utilization rates dropped slightly to 59.4% from 60.0% last year.
• The net labor multiplier saw a decrease to an average of 2.96, down quite significantly from a spike of 3.02 last year and back in line with 2015.
• Firms reversed a five-year decline in overhead rate, increasing from 154% to 155%.
• The average collection period dropped by one day to 71 days, although high performers increased by two days to a 67-day average.

Business Development

Firms are looking to diversify opportunities and their business development efforts to stay ahead in a competitive market.

• Net revenue growth forecast was 5.2%, down just slightly from last year’s 5.3%.
• Firms are using a diverse array of staff for business development, with 19% of firms using dedicated business development staff only, 31% sellers/doers only, and 50% using a mixture of both. However, only 46% of firms had a formal business development process for their staff.
• Win rates improved to 50.0%, rising 9.8 percentage points from last year’s 40.2%.
• The percentage of firms with a formal go/no-go process decreased from 75% last year to 67% this year.
• More firms expect growth in surveying/geographic information systems (GIS), transportation, and commercial markets than any other industry, whereas nearly 60% of firms expect their position to stay the same or decline in the residential, education, and hospitality markets.

Project Management

Firms need to continue to focus on improving the project management discipline and increasing client satisfaction.

• Two-thirds of all firms have a high level of visibility on cost variance, whereas more than half of all firms stated that they had low or moderate visibility into schedule variance and client satisfaction. Compared to last year, client satisfaction visibility decreased from 53% to 45%.
• Firms this year reported that 20% of their projects were over budget and 25% of their projects were behind schedule.
• Sixty-one percent of firms had high confidence in their overall project reporting abilities, down from 72% last year. More than 90% of firms felt confident they were accurately reporting the actual cost and budget of their projects, whereas only 69% of firms felt the same about the accuracy of their schedule reporting.
• In terms of discipline maturity, only 47% of firms used a formal project management process for three-fourths or more of their projects. Overall, 18% of firms had a PMO or center of excellence. Additionally, only 39% of firms have less than one-quarter of staff with formal project management training.
• Eighty-one percent of firms are measuring client satisfaction, and of these firms, 45% are conducting these measures for all projects and 49% for strategic projects only. The majority are measuring client satisfaction irregularly, compared to 22% of firms that do so at key project milestones. 

Human Capital Management

Firms are experiencing growth, but employee turnover—particularly voluntary turnover—has increased, making staff retention and improved talent acquisition imperative.

• Staff growth is 4.3%, declining from 6.9% last year.
• Employee turnover increased to 12.8%, up from 11% last year.
• 34% of firms had more open positions, compared with only 15% with fewer open positions.
• The average time to fill positions was 31–60 days, although for 15% of firms, it takes an average of 90 or more days to fill positions. Compared to last year, there was a 7-percentage-point decrease in firms that filled positions in less than 30 days.
• Of all firms, 43% have a formal succession plan. For 68% of firms, their succession plan applies only to current leaders and next-in-line leaders, whereas for 7% it applies to all employees.

Technology Trends

In the first year tracking technology trends, firms are looking for better ways to collect data that can be leveraged for strategic decisions.

• Geolocation and the Internet of Things (IoT) were the most important technology trends.
• Most firms did not rank artificial intelligence (AI) or wearable technology as technology trends they are focused on, but it can significantly change the way we run our businesses when the time is right.

Benchmark Your Firm with the Deltek A/E Clarity Report 

While these are the highlights of the 39^th Annual Deltek A/E Clarity study, the report goes into much more detail. Using these results, you can see how your firm has been doing not only compared to your previous year, but also to other comparable firms in your industry. With these industry insights, you can develop future goals to help your firm stand out against the growing wave of competition. For an in-depth view of everything included in the 39^th Annual Deltek A/E Clarity report, download your copy today.

Full Sail Partners, a Concur and Deltek Platinum Partner, is pleased to announce the addition of Jon Rogers to the Blackbox Connector Team. Jon has joined the Blackbox Connector team as a Technical Support Analyst. In this role, Jon will work directly with clients on the set up of the Blackbox Connector software and provide technical support on the Deltek Vision platform and custom solutions.

“I am excited to be part of the Full Sail Partners crew. I enjoy working with clients to identify problems they are having and providing them with a solution,” Jon stated.

The Blackbox Connector team connects Deltek Vision and Deltek for Professional Services quickly with ready-to deploy business solutions including its Concur Expense and Invoice Connector and its new Informer Connector. With increased demand for Blackbox Connectors, Full Sail Partners sought a new technical team member to provide clients with a personal point of contact to troubleshoot any issues relating to their Blackbox Connector purchase. Additional connector offerings include Constant Contact, MailChimp and Client Feedback Tool.

“We are very excited to have Jon join the team and lend his expertise to expanding our ‘white glove’ approach to Blackbox Connector implementations and support team,” stated Wes Renfroe, VP of Technology.

For more information, please contact Full Sail Partners’ Marketing and Communications Department. 

According to the 39^th Annual Deltek A&E Clarity Industry Study, one of the top three firm initiatives to address financial challenges is managing growth. Firms are needing to quickly expand departments, hire and train new employees, and find ways to retain them to prevent turnover. Not only are project managers dealing with staff shortages, but inexperienced project managers ultimately lead to client dissatisfaction and poor perception of firms in the marketplace. Firm financials are being directly impacted by issues with human capital management.

Turnover and Talent Acquisition

The results of this year’s Deltek A&E Clarity study show that human resources (HR) professionals are seeing higher voluntary turnover, more open positions with longer average time to fill plus difficulties with talent acquisition. Turnover has increased by nearly two percent compared to last year, and the percentage of firms that take 31–60 days to fill an open position went up by four points. Regarding talent acquisition, many firms are not focused enough on improving the efficiency of the talent management process. The majority are still using outdated HR systems with 63% of small firms having not updated their HR systems within the past five years making it a challenge to track KPIs. Talent acquisition remains the most expensive business process facing HR.

Drop in Utilization Rates

Additionally, firms have seen utilization rates drop slightly for the second year in a row, declining to 59.4% from 60% last year. This may be due to firms having a harder time recruiting, onboarding, and retaining talent this year and leading to higher employee salaries to attract the best talent at lower billable utilization. This shift in utilization rates is also reflected in the small increase in overhead rates. Firms should develop a strategic onboarding process to reduce the time it takes to get new hires assigned to billable projects. Another issue affecting financials is that increased turnover means senior staff are pulled to train new employees pulling them from their current tasks.

HR Stuck in Recruiter Mode

This year’s Deltek A&E Clarity report also noted that with growth management, HR professionals tend to get stuck in recruiter mode leaving little time to focus on other essential tasks to help keep staff engaged. Firms need to first properly train their staff, so they are productive. They must then find out what professional development and learning opportunities their employees are looking for to ensure retention. According to the study, only 13% of firms said they have a learning management system (LMS). This is down two percentage points from last year, when 15% of firms reported having an LMS.

Succession Planning and Retention

Another key aspect to employee retention is succession planning. The Deltek A&E Clarity study showed that of all firms, only 43% have formal succession plans. Therefore, firms need to focus not just on identifying tomorrow’s leaders, but also on engaging high-potential employees in a way that keeps them at the firm and lets them know that the firm is invested in their success. For 68% of firms with a succession plan in place, it only applied to current leaders or those next in line. Only 7% had plans that applied to all employees. Regardless of size, without a succession plan, the future of the firm is especially at risk if something happens to its current leaders or key staff.

Future Human Capital Management Strategy

Of particular interest, the Deltek A&E Clarity study suggested that to develop an effective future human capital management strategy, firms must evaluate what different generations want and need. With baby boomers voluntarily retiring, firms must change their approach to new hires by offering tailored benefits such as tuition reimbursement and the ability to work from home. Overall, firms that offered these and the more traditional benefits, including stock ownership options, medical, 401(k) or retirement plans, performance bonuses, or paid overtime, do have higher total employee costs. However, firms that did so would have higher employee retention rates, thus reducing the financial burden of turnover.

Clarity Outlook for Human Capital Management

Firm financials are being impacted by challenges in human capital management. In the next year, firms should focus on updating outdated human resource systems, appealing to the new workforce generation, providing strategic onboarding, offering top professional development and learning opportunities, and creating succession plans for all employees. For the future, financial leaders must manage growth by tracking the costs of talent acquisition and investing in their employees to prevent turnover. To really understand the true cost savings of employee retention, HR must continue to work closely with financial professionals. Lastly, make sure to download your free copy of the 39^th Annual Deltek A&E Clarity Report now.

If you’re a marketing professional that uses Deltek Vision, you should definitely be taking advantage of the marketing campaigns Info Center available in Vision. First and foremost, any marketing effort from email blasts to clients to attending a conference can and should be tracked in a marketing campaign. Also, marketing campaigns in Vision provide visibility into the success of your marketing efforts and people within your firm can see prospects that were targeted for a specific campaign. Here are some ways you can use marketing campaigns to improve your firm’s marketing efforts.

Targeted Marketing Campaigns

Let’s say you have a segment of an industry you want to market your services to - how does Deltek Vision and the marketing campaigns help you? Using Vision’s advanced search functionality, you can drill down in your CRM system to identify prospects you want to reach with your campaign. Even more, you can associate them to a marketing campaign in Vision to allow you to track these prospects and easily create lists.

Want to create an email blast to send to your identified prospects to promote your services? If you use marketing campaigns in Vision and a third-party email marketing platform like Constant Contact or MailChimp, there’s an integration to make this happen. You create the email in the automated marketing platform you use and then quickly associate the targets in your Vision marketing campaign to the email you created. The need to export and import contacts is eliminated.

Furthermore, in the Vision marketing campaign, you can see your email stats such as clicks, bounces and unsubscribes. All of this data allows you to evaluate the success of your effort. If it sounds too good to be true, learn more here.

Industry Conferences

At industry conferences, you’re likely to attend educational seminars and social events in the expo hall. You’ll have many opportunities to network with existing clients and prospects, as well as find new leads. So, what do you do with all those notes and new business cards? If you created a marketing campaign prior to the conference, you can simply add these people with notes to the marketing campaign in your spare time at the conference.

Additionally, if you attend the same conferences every year, marketing campaigns can track who was there in prior years. The campaign notes also show which people are consistently spoken to at each event. This allows you to preplan who you want to target and what you want to talk to them about next time.

Wait, there’s more! If you are an event sponsor, you may also be able to get a list of who is registered for the conference. These people can be added to the marketing campaign prior to the event which makes adding notes on the targets easier since they are already associated to the campaign you created. You can also choose your targets knowing with near certainty that they are attending the conference.  

Event Hosting

Does your firm host webinars or client events? If the answer is yes, you probably target a specific segment of your clients and prospects to market your events. Like the targeted campaigns mentioned above, you can quickly segment your contacts to identify who you want to invite to your event. When using a marketing campaign in Deltek Vision to assist you, you can easily add these contacts to your campaign and track who attended. This information will help your firm evaluate the success of the events you do.

More Benefits to Using Deltek Vision Marketing Campaigns

By using Deltek Vision marketing campaigns, you’ve seen that you can easily track touchpoints with leads, prospects and clients to gain visibility into the entire lifecycle of developing business. Furthermore, you can learn what works and what doesn’t work when marketing to contacts to create more business. However, once you create a marketing campaign, you can also create a project in Vision for that marketing campaign. You can bill your time and expenses associated with it to better improve your ability to track the ROI of your marketing efforts. So, what are you waiting for? Start using marketing campaigns in Vision today to show the success of your marketing efforts.

Attending a professional conference is a great way to learn solutions to obstacles you currently face, new ways to challenge yourself, and learn about trends in your industry. Additionally, you should never hesitate to ask your employer to allow you to attend a good and relevant conference on their dollar. Furthermore, managers should require employees to go to professional conferences to get out of the office and learn new things they can bring back to share with their coworkers. So, what are the benefits of attending a professional conference?

Network with Likeminded People

Sure, your LinkedIn network is huge. However, when was the last time you spoke to someone in your network face to face, or have you ever met them face to face? Professional conferences attract people from all different geographies from different continents to regional or smaller local conferences. In other words, conferences bring people together in one place in an environment that promotes talking to others. So, don’t be shy! Get out there and meet new people.

Get Fresh Ideas

In reality, you sit in our workspace and either not talk to coworkers about your ideas and their ideas because you are the only person in that role, or you’re talking to the same people about the same ideas every day. As a result, you tend to grow stale on the subject that you’re respected as an authority upon. Therefore, this is probably the number one reason to attend a professional conference.

When attending a conference, you get to attend seminars and panel discussions led by respected industry leaders and take part in roundtable sessions. Here you can get fresh ideas on challenges others are facing industry trends. Remember, you’re going to be inundated with a lot of information, so make sure to stay attentive and take notes.

Present Your Ideas to Others

In today’s age, your company’s brand is built on the brand of its employees. Prospects and clients are more likely to make a purchase from a company that they know, and trust employs thought leaders in their respected industry. This means employees must build their personal brand by showing they are a thought leader in their industry.

Becoming a thought leader requires making presentations about your ideas to peers to develop your “authority” reputation. It will also give you confidence in your work. Here’s a tip, make your presentation fun and interactive to keep the audience’s attention.  

Meet an Expert

You read their blogs and books, and if they have a television show or podcast, you probably tune into that too. Even more, their a mentor to you, but you’ve never talked or corresponded. However, that doesn’t have to be the case anymore.

Industry experts attend the conferences you should want to attend. They give presentations about their ideas, you know…the ones you read about, but now you can easily interact with your mentor and ask questions while attending a conference. Most importantly, experts also attend the conference social events, giving you a chance to have a face to face conversation. Keep in mind, they’re humans too. So, don’t get nervous when having your one on one time.

Make the Most of Every Professional Conference You Attend

Last tip! Keep a pen handy and remember your business cards at all times! Conferences are short, and you’ll be having a lot of fun. Remembering what you talked to someone about and having them remember you isn’t easy. With your pen, write notes other people’s business cards about what you talked about and make sure you have your cards, so they can do the same. There are so many benefits to attending a conference, but it’s up to you to make the most out of it.

With repetitive sourcing for candidates, constant scheduling, and continuous boilerplate interviews, recruiting and hiring has become very mechanical in nature. It should instead be focused on discovering the best talent fit for the company culture and be done in a more strategic and efficient way. To accomplish this, recruiters need to improve their methods which have often been unknowingly biased, think outside the box, and find ways to streamline the recruiting and hiring process for quality talent. Let’s check out the top 4 recruiting trends.

Seeking Out Diversity

It has been shown that diversity is directly tied to company financial performance. Companies with diverse leadership are more successful and are thus better able to win quality talent. There is also increasing evidence that diverse teams are more productive, innovative and engaged. Based on these facts, recruiters are now actively pursuing more diverse candidates in the gender, ethnicity, age, and LGBT categories. Nonetheless, for the diversity initiative to really work, it must start at the management level. Senior executives should be held accountable for the company diversity and inclusion outcomes.

Utilizing New Interviewing Tools

Conventional interviews have been shown to present bias and be an ineffective way to really read candidates. As human beings, we are comfortable with the familiar and often unconsciously choose applicants like us as the best hires even though other candidates may be more qualified. Additionally, with traditional interviews, there is less ability to address soft skills and weaknesses of the candidates. Now, with new interviewing tools, recruiters can get many more useful details to determine quality talent:

• online soft skill assessments - used to measure traits like teamwork which give a better picture of candidates
• job auditions - candidates are paid to do real work, so their skills can be observed in action
• casual interviews - take place during a meal and offer a look into a candidate’s character
• video interviews - recorded or live and help tap a broader talent pool in less time

Being Super Data Driven

While data has been used in the past to make recruiting decisions, the amount of available data for talent acquisition and the speed at which it can be analyzed has increased. This data can now be used to predict hiring outcomes rather than just track them. Data can even be used to test the effectiveness of diversity initiatives. With all this accessible data, every recruiting and hiring decision can be made on facts instead of feelings. Essentially, the sheer volume of data allows recruiters and their companies to compete for quality talent with their own talent intelligence strategy.

Streamlining with Artificial Intelligence (AI)

Artificial Intelligence (AI) is quickly becoming the recruiting industry standard. Using AI, recruiters can capture information from candidate resumes for qualities that indicate a workplace culture fit. AI can also be used to increase diversity in the workplace as it can be programmed to ignore demographic information when sourcing candidates. Once candidates have been hired, AI can even help with retention by identifying ideal learning opportunities. Finally, letting AI do the more tedious tasks for recruiters will offer more time to build relationships with quality talent which has a greater impact on company success.  

Recruiting Quality Talent for the Future

When vying for quality talent in a very competitive market, recruiters must stay on top of current trends instead of relying on standard recruiting protocols. Recruiters can maximize their talent acquisition efforts by choosing new technologies and streamlining their inefficient processes. With super data at their fingertips and a plethora of AI options to choose from, recruiters are well positioned for a successful talent acquisition future.

Deltek Vision is a powerful tool with many capabilities to ensure the success of project-based businesses. Despite the availability, users often overlook or simply just don’t know some of the things Vision can do to make their jobs easier. Let’s take a look at some tips and tricks to learn how to get more out of your Vision system.

10 Tips and Tricks for Deltek Vision Users

1. You can create a Web dash part that links to a web site, a file, a report, or a Web Outlook site. Unlike the Links dash part, which can list many links, the Web dash part displays the content associated with a single link. To display a website on your dashboard, navigate to the Dashboard. Click on Configure > Add Web Dash part. In the Address Type choose HTTP to display a website. Then provide a Web Part Name and add the URL and click save.
2. A UDIC or a User Defined Info Center can be created to track custom information in a separate Info Center. To create a UDIC, go to Configuration > General > User Defined Components, and click the New Info Center button at the top. Then name the Info Center and select Activities Grid or Files Grid to add those tabs. As with any Info Center, now add custom tabs, grids and tabs. 
3. Display settings were introduced in Vision 7.0. You can find them in User Options. From here, you can change the color scheme of Vision. Each element has its own display setting. For example, you can make required fields a particular color such as yellow.  
4. The Record Access tab of the Security roles now contains a checkbox called "Enable Self Service in Employee Review." To display the Employee Review form, click Human Resources from the Vision Navigation menu and then click on Employee Review.
5. You can now edit Activities fields directly in the grid that is located in any Info Center. Previously, the fields in the grid were display-only and could only be edited by clicking the Edit option on the grid toolbar. 
6. An Equipment Info Center comes with the addition of the Purchasing or Asset Management modules. It stores two types of items, asset items and equipment items.
7. You can create a Client record from a Vendor record. Under the Vision Navigation Tree, click on Utilities > Advanced Utilities > Create Client from Vendor.  
8. You can email or run a report at a later time. Use the Schedule dialog box which is available in applications where you can use the process servers, such as Reporting. The Schedule button also allows you to set-up reoccurring activities. For example, you could send a report every Monday to project managers.
9. You can now exclude projects on a resume by the number of hours worked on a project in the Custom Proposals module. This new feature can be accessed when adding new Projects to a resume by checking "Only include Projects where this Employee worked more than this many hours" and inputting the number of hours. For example, you can exclude any projects that have less than 20 hours associated to an employee from showing up in your search criteria. 
10. Each department head can enter their own General Ledger budgets and submit them through an approval process in Vision. Those budgets can then be combined into a company-wide General Ledger budget.

Do More with Deltek Vision

These tips and tricks should help you get more value from a tool like Deltek Vision. Remember, there are always ways to explore how your firm can better utilize Vision. Contact Full Sail Partners, and we will be happy to assist you in this endeavor.

Financial reports are essential to every organization for providing information about the health of a business to internal stakeholders as well as interested outside parties. For many firms, this is a manual process which requires significant time and resources to collect expense and invoice details, code them to the ledger, and then organize high-level summary information. Your accounting staff shouldn’t be spending their time organizing data, but instead analyzing the data to help your firm make better business decisions.

What’s the Solution?

To get started, SAP Concur has organized the key information into many standard dashboards, tiles and over 180 reports available in the standard report catalog. Many of the standard dashboards include the bulk of information your teams need, but they can also be personalized to meet specific requirements or preferences. These dashboards, tiles, and reports can be used to assist managers in tracking budgets and forecasting for future cashflow management. Tracking elements include spend by expense type, time-period, and project or department.

Why SAP Concur Reporting?

To budget for future spending and forecast future cash needs, you need to understand what you have spent in the past and what spend is still outstanding. Firms often use the processed spend data from within their financial or enterprise resource planning (ERP) system. However, the challenge firms face is real time access to spend and accrual data that hasn’t yet been submitted into their ERP system. Concur Analytics Data is available in real time and is available before the expense report or invoice is submitted for payment.

Get to Know Tiles

Tiles in Concur can be used by themselves or pulled into dashboards for a more comprehensive view of spend.

• Top 5 Spend by Category allows users to easily view where your spend has been incurred. This lets you quickly determine if it is incurred in the expected categories, if spending needs to be reduced, and where might make the greatest impact. Accountants can then utilize the Spend Analysis dashboard or Expense Entry Analysis Details report to drill further into the categories and spend by vendor to help negotiate better pricing with your top vendors.

• Top 5 Entry Exceptions by Category enables users to easily view exceptions. This allows your team to identify the impact of any policy changes and see the policies with the most violations that should be investigated further. For even more visibility, they can then drill down into the Policy Exception Detail or Spend Analysis dashboard as well as the Expense Exception Analysis for both Report Level and Report Entry Level reports.
• Accrual Detail lets you identify the largest opportunity to take action on with outstanding spend, and specifically which individuals carry the largest value of outstanding spend. Your managers can either find training opportunities with these top individuals or focused spending cuts. For your accounting staff, this tile will help you determine the impact to future cashflow during tight budget cycles.

• Credit Card Transaction Report is one of the best features since it enables you to easily regain hours or even days’ worth of your accounting staff’s time. Although it may not be the sexiest feature, it is critical for keeping your data in compliance. This report lists all credit card transaction details imported into Concur. It can be used as a comprehensive listing or as an ad hoc exception report to look at certain subsets of credit card transactions. Organizations with a corporate card program need to reconcile their credit card transactions with the card statement to ensure all expenses are being processed, and this report can assist with that reconciliation. Also, this report can be grouped by Employee, then sorted by Posted Date to mirror the format of the credit card statement for simplified reconciliation. Another version of this report, the Unassigned Credit Card Transaction report, can help you quickly find those expenses which have been accrued are not yet assigned to an expense report.

Take a Deep Dive with Reports

For more in-depth analysis and details, reports can help streamline your workflows and drill down into the data you need. Custom reports can also be created by the Concur team if your requirements fall outside of the standard options.

Quick Access with Dashboards

You can start with one of many pre-built dashboards or create your own from scratch by adding tiles and reports to existing templates. While there are many dashboards available, some of the top ones include the Expense Overview dashboard and Policy Compliance dashboard. 

The Expense Overview dashboard is a perfect starting point for budget, cashflow management, and policy compliance all in one place. This dashboard can be used as a starting point to create a new custom “Spend Management” dashboard. Managers can use this detail for budget and forecasting purposes. Personalization recommendations are to retain the Spend, Accruals, and Top 5 Spend by Category tiles as well as adding additional tiles: Spend Summary Trends, Spend Change by Category, and Accrual Detail.

The Spend Analysis dashboard is an incredibly functional dashboard that offers users an in-depth analysis on total spend for a given period along with a summary breakdown of that spend by Expense Type and associated detail. This dashboard can be easily filtered to show specific Spend Categories, Expense Types, or Employees for total spend analysis or grouped and sorted in ways that are meaningful for specific tasks. It allows leaders to identify what their teams have spent in a given period. They can even track individual spending patterns to identify specific areas for follow-up or track improvements in spending behaviors. This report is versatile in that it can be filtered to show trends in spending patterns or behaviors. If more detailed analysis is required, use the Expense Entry Analysis Detail report.

It is recommended that an organization review their travel policy once a year and adjust as needed. It is important to consider the potential impact of a policy change before one is implemented. If an organization does not have a limit on cell phone reimbursement, but needs to create a policy on this expense, the Spend Analysis dashboard can be reviewed to identify average reimbursement rates to establish a baseline for a new policy. This dashboard can also be used to assess the impact of such a policy change to identify how many individuals would have been out of policy if the value was changed.

SAP Concur is a Complete Spend Management Solution

With over 180 reports available in the standard report catalog, Concur can help you quickly and easily analyze your Travel, Expense, and AP automation program to gain valuable insight into how to proactively manage all aspects of your business’s finances. It’s been said that knowledge is power, but having too much information can be as bad as not having enough. You need to be able to see spend clearly so you have more time to run your business. As your business and reporting needs evolve, let Concur and Full Sail Partners help you capture and monitor the data you need.

Your clients need you to be successful. Think about it – would the alternative be a great experience for them? Relationships in the professional services industry are interesting animals that need specific care and feeding to fully develop. It’s not easy, and I certainly don’t claim to have it all figured out. However, you can be certain that your client relationships are getting stronger when asking hard questions doesn’t seem so nerve-racking. So, when the relationship IS there, you can ask almost anything. Here are a few questions that come to mind – and please paraphrase if using them in client discussions.

Are you REALLY ready to commit funding for professional help?

Mama always said, “Don’t talk about your money,” and per Kenny Rogers, “You never count your money while you’re sittin’ at the table.” While money is a very sensitive topic, we know from economics class, that business transactions involve the exchange of goods or services for compensation. Without the compensation part, it’s no longer a business transaction. In that context, we must recognize both the sensitivity AND the importance of money in our client relationships. We can treat it carefully, but we certainly can’t shove it under a mattress. Sorry, Mama.

Some potential clients truly aren’t ready to pay for your help. And that’s OK! Regardless of the reason, you can still give those prospects a wonderful experience. Getting to know your firm and helping them understand the value you bring with your paid expertise offers the chance to keep in touch for future initiatives/challenges/projects.

When the timing and value equation IS a match, keeping your client projects and relationships in good financial health is imperative for all parties involved. The client has expectations about your service delivery and outcomes, and your firm has expectations about meeting its cost obligations and returns on the owners’ equity. Getting that value equation right will reward your clients AND your firm.

How can we best serve you in conjunction with your internal resources?

Part of the mystique of developing business in professional services is finding the right match between the client’s ongoing business challenges and “how much” of your expertise to throw at them. We’ve all been in those situations where the outcome felt like we did too little/too much. Most professionals in their area of practice, of course, are pretty good at assessing whether clients have [no/some/significant] internal expertise of their own. Whatever the case, we can’t just assume no expertise, or worse, stop the pursuit because they seem to have more experts than we do.

Figuring out where and how your firm’s knowledge and capabilities fit in is crucial! You’ll find the need to address this balance in all kinds of professional disciplines – the built environment, accounting, legal, information technology, and many more. One example might be when your client must manage the replacement of a key employee whose role is involved in your area of expertise.

Your engagement with this client might be more focused and short-term, but if you are able to strategically line up a handful of clients who consider you “first call” for that situation, the experience can be very rewarding. Some clients choose to not maintain a certain expertise on payroll. The outside professional may desire an expanding scope, but he or she should still proceed cautiously to make sure there is clarity with the client’s reasoning and expectations of our delivery. As you’ve heard many times, seek to understand before needing to be understood.

What outcomes from our work would cause you to laud us among your closest peers?

This question is more common, and maybe even more uncomfortable, but very important. The professional’s best client development tools are the references, referrals, and introductions from other extremely satisfied clients. While it’s helpful to promote the “50 times we’ve done that before on other projects,” it’s preferable to have a solid group of existing clients who will happily describe HOW you did it for them.

Having cheerleaders for your awesomeness are indispensable. Yet, professionals often struggle with the challenging work of developing a process to nurture, catalogue and leverage them. Starting with the important questions will help. Remember, your clients are also motivated to see successful outcomes from your work together.

Ask, Ask Away

You can probably come up with other important questions that you wish had been asked earlier in certain client relationships. Like with most skills, practice makes perfect. Think of several of your best existing clients and seek their input on how to address the tough topics in new relationships. They’ll likely be honored to help, and you’ll be making that relationship even stronger.

Full Sail Partners is honored to be the recipient of the Solution Provider Program Top Overall Partner 2017 award and the App Center Partner of the Year 2018 Newcomer Award from SAP Concur at their annual Fusion Conference in Seattle. Over the last few years, Full Sail Partners and SAP Concur have been diligently working together to provide Blackbox Connector solutions to their mutual Deltek Vision clients.

“Due to the amazing support of the partner teams at SAP Concur and our own incredible Blackbox Connector team at Full Sail Partners, we have been able to provide some fantastic solutions to our clients. It has been a great year and I look forward to a bright future with Blackbox Connector and SAP Concur,” noted Tanya Drake, Director of Add-on Technology sales at Full Sail Partners.

SAP Concur is the world’s leading provider of integrated travel, expense management, and AP invoice automation services and solutions. Deltek Vision is a leading enterprise software solution designed for project-based professional services firms to improve business performance, streamline operations and win new business. The Blackbox Connector offering by Full Sail Partners allows Deltek Vision users to connect their Vision systems to other third-party software solutions like SAP Concur and streamline business operations.

Full Sail Partners was also given the App Center Partner of the Year 2018 Newcomer Award. Both the Deltek Vision to SAP Concur Expense and SAP Concur AP Invoice Blackbox Connectors are available in SAP Concur’s App Center. The SAP Concur App Center offers apps which integrate with Concur Travel, Expense and AP Invoice products. For more information, visit https://www.concur.com/app-center.

“Full Sail Partners has proven to be an outstanding and valued partner to SAP Concur. Full Sail Patners’ Blackbox Connector integration for Deltek Vision along with their team of experienced professionals led us to numerous customer wins and pipeline growth in a previously untapped market,” stated Chris Llorente, Head of American Solution Providers as SAP Concur.

For more information, please contact Full Sail Partners’ Marketing and Communications Department. Interested in learning more about the Full Sail Partners' team? Check out our crew!