Staff Churn During SAP S/4HANA Transformations: Why It Happens & How to Prevent It

Staff Churn During SAP S/4HANA Transformations: Why It Happens and How to Prevent It.

SAP S/4HANA transformations are among the most significant programmes an organisation can undertake. While attention is often focused on systems, budgets and timelines, one critical risk is frequently underestimated: the impact on existing employees.

Staff churn during major ERP programmes is not uncommon. However, it is rarely the technology itself that drives resignations. Instead, attrition typically stems from pressure, uncertainty, skills gaps and how the transformation is managed.

For organisations investing heavily in digital change, losing key talent mid-programme can increase costs, delay delivery and weaken long-term system ownership.

Why Staff Turnover Increases During S/4HANA Programmes

Large-scale ERP initiatives place sustained pressure on internal teams. These programmes often run for several years and require employees to balance project responsibilities alongside their day-to-day roles. When scope expands or timelines tighten, that pressure intensifies. Over time, this can lead to burnout and disengagement.

At the same time, S/4HANA introduces new concepts, processes and technologies. Even experienced SAP professionals may feel underprepared if training and knowledge transfer are insufficient. When employees begin to doubt their ability to succeed in the future operating model, they may look elsewhere for stability.

Transformation also brings structural change. Automation, centralisation and standardisation can reshape job responsibilities. Without clear communication about future roles and career paths, uncertainty can quickly undermine morale.

External market conditions add another layer of risk. Experienced S/4HANA professionals remain in high demand. As internal staff gain exposure to new technology during the project, their market value rises — making them attractive targets for competitors.

The Real Cost of Losing Key People

When staff leave during a transformation, the impact goes beyond recruitment fees.

Institutional knowledge can be lost at critical design stages. Replacement contractors often command significantly higher rates. Momentum slows as new resources onboard. Remaining team members may feel additional pressure, increasing the risk of further departures.

Attrition during transformation is therefore not simply an HR issue — it is a delivery and financial risk.

How Organisations Can Reduce Churn Risk

The most effective organisations treat workforce planning as a core part of their transformation strategy.

Clear communication about the future operating model reduces uncertainty. Structured upskilling programmes help employees see the project as an opportunity rather than a threat. Realistic workload management prevents prolonged burnout. And visible executive sponsorship reinforces stability.

Retention should also be considered in the context of the wider SAP talent market. Proactive planning — including succession mapping and external talent pipelines — provides resilience if unexpected gaps arise.

Final Thoughts

Technology does not cause staff churn — unmanaged change does.

Organisations that invest as much in their people strategy as they do in their systems are far more likely to retain key talent, protect programme continuity and maximise long-term return on investment.

Digital transformation succeeds because of people. The organisations that recognise this early are the ones that complete their S/4HANA journey with stronger, more capable teams.

At Eursap, we support organisations across Europe throughout their SAP S/4HANA transformation lifecycle — from initial resource planning through to stabilisation. Whether strengthening internal teams with specialist contractors, securing permanent S/4HANA leaders, or providing rapid cover for unexpected departures, our focus is on maintaining programme stability and protecting delivery momentum.

Because we work exclusively within the SAP ecosystem, we understand the pressures transformation programmes place on internal teams — and the realities of the competitive SAP talent market. Our established network enables us to respond quickly and precisely when resilience is needed most.

If you are planning or delivering an S/4HANA transformation and would like to review your workforce strategy, succession planning or upcoming hiring requirements, we would be pleased to support you.

Book a meeting with one of Eursap’s SAP Recruitment Managers to discuss how we can help you reduce churn risk, strengthen your talent pipeline and ensure your programme remains fully resourced at every phase.

Proactive workforce planning today can prevent costly disruption tomorrow!