CHALLENGE
Retention, turnover & Re-organizations
IMPACT ON ORGANIZATION
Significant impact on an organization’s bottom line & its ability to attract and retain top talent, resulting in: Decreased productivity; increased costs; lower morale; loss of talent; disruption of work processes; reduced customer satisfaction.
OUTCOME
- Improved organizational performance with a more engaged and productive workforce
- Higher retention rates
- Increased morale, fostering a more positive work environment
CHALLENGE
High-potential tenured employees retiring earlier than anticipated.
IMPACT TO ORGANIZATION
Significant disruption to an organization’s performance & ability to compete in the marketplace; Loss of institutional knowledge & expertise for company and client; reduced productivity; increased cost; decreased morale; reduced innovation; negative impact on succession planning.
OUTCOME
- Continuity of Operations through formal knowledge transfer process
-Improved decision making through preservation of historical and relationship insights from retiring employees
-Enhanced Employee Engagement
-Improved Client Satisfaction
CHALLENGE
Weak Employer Brand/Employer Value Proposition (EVP)
IMPACT TO ORGANIZATION
Difficulty attracting & retaining top talent; high turnover rates; low employee engagement; negative reputation; reduced productivity.
OUTCOME
- Stronger internal and external brand
- Increased ability to attract and retain talent
- Enhanced employee experience
- Increase in Internal mobility
CHALLENGE
DE&I & Talent Strategy not aligned to Business Strategy
IMPACT TO ORGANIZATION
Inability to achieve business goals and growth strategy; Missed opportunity to leverage diverse perspectives and experiences to drive innovation and growth; low employee morale; negative impact to brand; reduced productivity; fragmented hiring & retention practices.
OUTCOME
- Alignment and understanding of the importance of DE& I to business outcomes and associated ROI
- A more diverse and inclusive workforce
- Increased innovation and productivity as a result of diverse perspectives
- DE&I KPIs understood and agreed to
CHALLENGE
Managing multi-generational implications
IMPACT TO ORGANIZATIONS
Can be positive but can also lead to intergenerational conflicts & misunderstandings; tension and dissatisfaction given differences in work styles, values and expectations; resistance to change; difficulty in managing and motivating; potential for age discrimination and biases.
OUTCOME
- Employees feel valued and respected
- Enhanced Client Service
- Improved collaboration and teamwork
- Enhanced creativity and innovation through knowledge transfer
- Increased Employee engagement
- Enhanced reputation