How to prevent resignations?
- Talent Management
Challenge
Strategic reasons behind the project
- Some (mainly younger) staff members were losing their sense of purpose and identity at this European leader in multi-technical services. After the COVID-19 pandemic, many employees said they were dreaming of a “new life” and a different way of working.
- Europe is wary of the “Great Resignation” experienced in the United States — so how do we identify sources of motivation and prevent departures?
- In a world of hybrid working practices, it is harder to see the company’s values as being relevant and unifying
Type
-
250-500 personnes
Challenges
-
Employer Branding
-
Recrutement
-
Corporate Culture
Ressources
1 consultant en talent management
Time
1 mois
Problems experienced
01
- Lack of clarity with regard to corporate values
- Younger workers want clear and inspiring values from their employers. Changing corporate culture.
02
How to account for this lack of alignment
Traditional assessment tools (knowledge/know-how) are not able to measure these values well. How to explain the lack of alignment with the values and motivation in order to prevent demotivation.
Solutions
01
Tool (Spiral Drives) to diagnose these intangible elements
02
Diagnosis of current culture in eight areas ("as is" measurement)
03
Screening what employees want and identifying profound sources of motivation for an individual, team, department and business unit
04
Organizing focus groups and brainstorming sessions
05
Measuring the gap and degree of tension, which means that the corporate culture is no longer able to meet expectations
06
Creating a plan to restore balance, identify priorities and define the future cultural roadmap
07
Practical actions to build a strong employer brand
08
Conducting an impact analysis with at-risk groups (recommendations to prevent departures)
Results
The benefits?
- A strong and clear identity to restore a sense of belonging
- Input for the employer brand “employee value proposition” to remain attractive to candidates
In practical terms?
- Project approach with indicators to detect departures more easily
- Creating a “cultural transformation” task force on the client’s site
- World renowned tool based on the work of C. W. Graves
