Performance Management

We understand that managing employee performance is a critical business need.  Unfortunately, too many managers avoid performance discussions with their employees because it may be uncomfortable or cause shifts in team dynamics and overall atmosphere. We maintain that performance management does not have to be a difficult activity or a painful experience for managers and employees. We will help you develop simple, yet effective, strategies to turn around your performance management programs or develop new ones.

 

Succession Planning

Succession plans are a key part of ensuring the longevity of your organization. Having them in place acknowledges that your current workforce will not remain with your organization indefinitely and it provides a plan and process for addressing the changes that will occur should they leave. While most succession plans tend to focus on the most senior managers within an organization, we believe that all key positions should be included in the plan. Key positions can be defined as those positions that are crucial for the short-term and long-term operations of your organization and, because of skill, seniority and/or experience, will be difficult to replace.

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Of course, plans should involve “growing your own talent.” Whenever organization and department size and resources permit, it’s always a good idea to develop employees within your organization. However, we believe you should be strategic and purposeful when doing so, considering both short and long-term plans for the department and the organization at large. Employees who are perceived to have the technical expertise, hard and soft skills, knowledge, qualities, experience and drive that can be groomed to excel within your organization and potentially fill key positions should be considered.

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We will help you assess your current and future needs based your organization’s strategic plan, goals, objectives and priorities. We will also help you match your needs to your existing workforce and determine which needs should be developed from within and which needs must be recruited to the organization. For those that should be developed from within, we will help you establish plans to manage the gaps that will arise when individuals leave key positions or are promoted and prepare existing employees for key roles in the future.

 

Developing High-Potential Employees

High-potential employees (HiPos) are twice as valuable to your organization as their non-HiPo counterparts because they tend to possess strong leadership qualities and critical skill sets that the organization needs both today and tomorrow. We will help you develop strategies to identify, develop and retain your high-potential employees.

 

Job Analysis & Job Description Development

Job evaluation is the systematic process for assessing the relative worth of jobs within an organization. It includes a comprehensive analysis of each position’s tasks, responsibilities, knowledge, and skill requirements. The analysis is used to assess the value-add to the employer and provide an internal ranking and classification of jobs. It is important to keep in mind that the assessment is a measurement of the internal relativity and value-add of the position and not the employee(s) in the position.  We offer strategic job analysis support. We also help our clients ensure that their job descriptions match the skills, qualities and requirements needed in recruited talent.

 

Training Design, Development, Delivery & Evaluation

Training focuses on activities that develop “human” resources in their current roles to prepare them for future roles and responsibilities and allow an organization to remain competitive in the marketplace. We will offer the development and delivery of customized training solutions.

 

Coaching

At times, employees need to improve in ways that cannot be addressed in traditional training programs.  We provide coaching services to your management team and key professionals to help them confidentially address issues that are preventing them from reaching their full potential. We must note that coaching is not suggested as a substitute for disciplinary actions.  It should, however, be used as a developmental tool for your best and most promising talent.

When done properly, coaching builds confidence and success while identifying strengths and maximizing them, sharpening communication and time management skills and strategizing around opportunities for growth and development.

 

Supervisory/Management

Most managers and supervisors have both technical, activity and people oversight responsibilities. Most employee-related problems are connected to supervision in some way. Our management training is designed to help managers and supervisors become more skillful at the people-management function of their roles.

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