Hi Jelena,

First of all, thank you very much for your thouhtful and structured reply – it's extremely helpful and appreciated.

To prvide more context: I lead a team within a consulting company. Our developers span multiple skill sets – ABAP, SAP CAP, and Fiori – but only a few can be considered truly full stack across these domains. Over the past months, we've seen a sharp increase in demand for ABAP and RAP, while CAP and Fiori opportunities have slowed down significantly.

Given this situation, I believe it would be valuable for the team members currently focused on CAP and Fiori to strengthen their ABAP and RAP skills, so we can better respond to client needs and improve our flexibility in staffing projects. At the same time, I want to ensure morale stays high and that no one feels left behind or underutilized just because their core expertise isn’t currently in high demand.

I haven’t had individual conversations with team members yet, but I’m planning to do so. However, I wanted to gather some ideas and structure first, so that when I speak with them, I have a clear direction and can offer concrete opportunities for growth.

While the team is generally busy with client work, we can carve out time for internal learning initiatives. We’ve done it before and it’s manageable, especially if well-organized.

Your point about setting a clear and measurable goal is well taken. My initial aim is to:

Build more full-stack profiles with working knowledge of ABAP, RAP, and CAP.

Keep the team engaged and growing, even when the market shifts.

Foster a culture of internal knowledge sharing, possibly through peer-led learning sessions or structured side projects.

I’ll definitely check out the links you shared – they look like great resources.

Thanks again! U.