employee retention

Playing to win requires a real investment in organizational redesign, and the creation of both a vision and a culture that’s worth the work.

“Grow just means more work for me and more rewards for you.” That’s an increasing lament from practitioners to principals across our industry. What went wrong and, more importantly, how can we fix this?

There is no doubt that we have been going through a season of much higher fear, anxiety, and trauma with the COVID-19 crisis and the very visual revealing of racial injustice and inequities previously ignored. Our stressors are also multi-faceted and connected with different concerns.

There’s currently a “new normal” that is helping accelerate the wide-spread acceptance of the “new era”, both of which work in contrast to past practices.

We have a mission as an organization. It is our purpose. It’s why we exist. The best ones attract, inspire, and guide our actions.

Most engineering and architecture firms leave a lot of money on the table with our lack of focus and effectiveness in talent training and development.

Greed is not “good”. It never was, and it never will be. For almost 50 years, this false equivalency has eroded trust and loyalty… and seeded much of the disengagement and unfulfillment we see throughout the workplace today.

“Literally nothing a CEO or CHRO does will authentically, structurally, and sustainably change the value of your organization more.”

Are you motivated to give more, grow, and prosper, but instead find yourself dreading Monday? What about your team? Neither of you are alone.

Effective and sustainable employee engagement and growth is critical to success in the workplace, marketplace and recruiting space. This is especially true for competitive and talent-starved industries, including most of professional services.