Leaders grown from within.
No HR department, no central hiring and no check on how leaders coached. A new HR department fixed all three and opened a path to promote from within.
The company had no HR department, which caused two problems. There was no central process for recruiting and onboarding, and no way to hold leaders accountable to good coaching practices.
The answer was an HR department, built with the company, that brought together Talent Acquisition, Learning & Development and oversight of how leaders held their people accountable. Assimilation sessions with employees, checks that managers had submitted the correct paperwork before any write-up, and a clear view for senior leadership into what front-line teams were doing made sure leaders followed the correct accountability process.
It also created a development workflow that let the company promote its leaders from within.
- HiringRecruiting and onboarding through one central process.
- CoachingLeaders held to the correct accountability process, with paperwork checked before any write-up.
- VisibilitySenior leadership can see what front-line teams are doing.
- RetentionLeaders promoted from within, with higher employee engagement and retention.
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A factory floor that reports itself.
A daily walk for order status and years of paper work logs, replaced by one scanning system built around the floor.
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No CRM on the market fit, and reporting meant exporting everything. One system now runs intake, cases and reporting.
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A local business, taken national.
It had never marketed digitally. A steady creative pipeline and conversion data down to the ad, the video and the talent on screen made it digital first.
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Every build starts with the Operations Diagnostic: one to two weeks to see how your business really runs.