Performance Management

“If you can’t measure it, you can’t manage it” – Peter Drucker

Why is it important?

Establishing a robust performance management process will help your business promote, improve and measure employee effectiveness and overall performance.  Having a structured approach and clear roadmap of organizational goals will enhance employee performance in alignment with your company strategy and objectives.  An effective performance management strategy, structure and system will help you to retain, reward and develop your greatest asset – your people.

What can we do to help?

  • Conduct preliminary assessment of your current performance management processes/systems
  • Identify gaps in performance management process
  • Suggest alternatives and implement tailored performance management solutions
  • Promote a culture of performance feedback through training and administration of process
  • Revamp or create efficient and effective performance management processes
  • Develop and deliver performance management training to leadership and staff
  • Propose performance management systems to align with business and HR strategy

Employee Engagement

“Always treat your employees exactly as you want them to treat your best customers” – Stephen R. Covey

Why is it important?

An engaged and happier workforce equates to increased employee performance, increased customer satisfaction and increased profitability for your business.  Investing in your people will have positive impacts on your employees, customers and bottom-line.

What can we do to help?

  • Conduct preliminary assessment of employee engagement
  • Establish best mechanism to solicit employee feedback
  • Develop employee engagement survey to gather feedback and establish baseline measures
  • Review, compile and conduct deep dive on employee feedback data
  • Identify key areas of strength and opportunity and develop employee engagement focus areas
  • Draft clear, transparent and impactful communication to relay engagement results to staff
  • Initiate employee cross-functional committees to drive employee engagement initiatives
  • Draft detailed project plans and facilitate meetings to deliver on project objectives
  • Develop pulse check survey to regularly measure progress/improvements against baseline measures

Training & Capability Development

“An organization’s ability to learn, and translate that learning into action rapidly is the ultimate competitive advantage” – Jack Welch

Why is it important?

Investing in learning and development will reap big rewards if done well.  A key component of employee engagement and retention is an organization’s ability to provide its staff with growth and development opportunities to build skills and expertise to grow one’s career.  Creating a learning organization will develop intellectual capital and knowledge, enhance internal capabilities, retain employee and customer loyalty and improve brand recognition.

What can we do to help?

  • Conduct preliminary assessment of organizational training needs
  • Identify root cause of gaps and pinpoint business opportunity to address gaps
  • Develop comprehensive training strategy to include current and future industry/business needs
  • Secure management and staff commitment on training strategy, roadmap and initiatives
  • Design individualized in-house training programs including face-to-face, virtual and E-learning
  • Deliver in-house training programs/sessions/workshops to multiple and respective stakeholders
  • Establish mechanisms and tools to evaluate and assess return on investment (ROI) of training
  • Design and deliver ‘train the trainer’ sessions with an emphasis on ongoing support/coaching

Some of our popular training sessions and topics include:

  • Insights Discovery workshops  
  • Conflict resolution
  • Mentoring and coaching
  • Performance feedback
  • Career development
  • Train the trainer
  • Change management
  • Facilitation skills

Strategic Planning

“Strategic management is not a box of tricks or a bundle of techniques.  It is analytical thinking and commitment of resources to action.” – Peter Drucker

Why is it important?

Looking beyond the present will provide your organization and people with a stronger sense of direction and purpose.  While a tactical approach to HR is important, a strategic approach is even more valuable in a constantly changing and dynamic environment shaping our every business decision.  Business agility is attainable when you demonstrate the ability to fully understand the business, industry and its operations, forecast potential changes and obstacles, drive a strategy to overcome these challenges and sustain strategic agility over time.

What can we do to help?

  • Gather information from the business including its strategy, objectives, vision, mission, values
  • Translate business priorities into practical HR initiatives and plans
  • Develop a customized HR strategy and plan to align to corporate strategy and direction
  • Identify key HR capabilities conducive to meeting HR strategic needs
  • Map out HR strategy to include integrated and robust processes, steps, metrics
  • Measure and provide quarterly reports on progress made toward strategic goals
  • Work with leadership to identify shifts in business strategy and tailor HR strategy accordingly

Change Management

“Transformation is a process, not an event.” – John P. Kotter

Why is it important?

To thrive in a constantly changing world, an organization must be willing and able to establish a climate for change, engage its people to adapt to change and implement mechanisms to sustain the change long-term.  Rolling out small and large-scale changes is not easy.  Change must be approached carefully and methodically to increase the chances of successful implementation.  Take the chance out of change.

What can we do to help?

  • Consult with business leaders to identify change project , purpose and timelines
  • Translate necessity of change into detailed change management and project plan
  • Identify proper communication channels to communicate the sense of urgency/scope/objective of the change 
  • Work with leadership to effectively identify and leverage employees to act as drivers of change
  • Build appropriate training plans to equip staff with necessary skills to adapt to changes ahead
  • Build creative communication methods to share and celebrate successes company-wide
  • Develop metrics to measure and track change implementation success 

Some change management areas of expertise include:

  • Mergers and acquisitions
  • Process improvements
  • HRIS implementation
  • New training initiatives
  • Employee engagement
  • Total compensation and rewards revamps
  • Performance management revamps


“Credible ideas make people believe.  Emotional ideas make people care.  Stories make people act.” – Chip and Dan Heath

Why is it important?

Rather than communicating just to get by, demonstrate skillful and effective communication to build a strong foundation for your business.  Focusing on communicating frequently, transparently and skillfully will transpire positively in many avenues of your business, some of which include:

  • Clarifying and aligning goals and strategic direction;
  • Building and maintaining trust, synergy and strong relationships;
  • Improving employee morale
  • Facilitating innovation and employee engagement;
  • Increasing job satisfaction and retaining top talent;
  • Fostering collaboration and knowledge sharing; and
  • Advocating change and enabling higher adoption of change.

What can we do to help?

  • Gather information from the business including details of pending communication roll-out
  • Translate communication objectives into tangible communication tools
  • Develop detailed communication plan with action plan outlining timelines/key deliverables
  • Draft communication including brochures, presentations, templates, emails, posters, infographics
  • Assist with ongoing communication plans and initiatives to increase effectiveness and impact

Some communication strategies, plans and projects in our repertoire include communication for:

  • Mergers and acquisitions
  • Process improvements
  • HRIS implementation
  • New training initiatives
  • Employee engagement
  • Total compensation and rewards revamps
  • Performance management revamps
  • Recruiting and onboarding
  • New policies/handbooks

Onboarding and Offboarding

“People will forget what you said. People will forget what you did.  But people will never forget how you made them feel.” – Maya Angelou

Why is it important?

The first impression is everything!  You’ve hired top talent, but the next step of onboarding is just as crucial.  Welcoming your new hire and providing them with a memorable and valuable experience on the onset of their journey with you will help guide them in what to expect and what is expected of them.

Equally as important is the impression you have left with exiting employees.  This is your brand that is on the line and the ultimate goal is having an employee, whether short-tenured or long-tenured, to leave your business always willing and ready to refer new staff to your company simply because it’s a great place to work.

What can we do to help?

  • Conduct preliminary assessment of current employee life cycle practices
  • Analyze metrics, data from 30,60,90 interviews/exit interviews and employee feedback
  • Develop process maps to illustrate detailed current workflows and processes
  • Identify gaps in employee life cycle, specifically in onboarding and offboarding
  • Suggest alternatives to improve processes and create new process maps
  • Develop comprehensive change management and action plans
  • Create forms, templates, checklists and respective documentation to implement new processes
  • Work with leadership to identify and leverage key stakeholders to be points of contact
  • Develop metrics to measure impact of onboarding/offboarding practices