Great question—and definitely a challenge many of us are facing with Dynamics 365 CE talent being in such high demand.
Beyond the usual documentation and shadowing, here are a few strategies I’ve seen work well to keep CE teams engaged and committed:
Rotate and Enrich Roles
Let team members explore different modules (Sales, Customer Service, Field Service, etc.) or even Power Platform components like Power Automate or Power Pages. It keeps the work fresh and helps them grow without leaving the org.
Invest in Certifications and Career Paths
Support certifications like MB-210, MB-230, or PL-200, and make sure there’s a visible path from Consultant → Senior → Architect. People stay when they see a future.
Create a Culture of Learning and Recognition
We’ve had success with “Lunch & Learn” sessions, peer-led demos, and even internal hackathons. Recognizing contributions—especially around innovation or client wins—goes a long way.
Prioritize Flexibility and Well-being
Remote/hybrid options, flexible hours, and mental health support are no longer perks—they’re expectations. Burnout is real in high-demand roles like CE specialists.
Use Data to Spot Risk Early
If you’re using Power BI or CoE Starter Kit, you can track engagement, app usage, and even signs of disengagement (like reduced collaboration or missed deadlines). It helps you act before someone walks.
Stay Interviews > Exit Interviews
We’ve started doing informal “stay interviews” every few months—just to check in on what’s working, what’s frustrating, and what might tempt someone to leave. It’s been eye-opening.
Would love to hear what others are doing too—especially if you’ve found creative ways to keep CE folks motivated and growing!
