We work with the UK arm of a very large international technology firm who were so busy growing by acquisition and servicing what they had taken on, that leaders were not leading and people were being forgotten. As the new Director of HR, our client could see the impact right in front of her. With a framented culture, poor management practice and decision making by escalation, disengagement and burnout were rife and good people were heading for the exit door under their own steam. Quickly.
How we helped
We started at the top with a Leadership event to get priorities straight. After this followed many focus group events to test the climate among the people at the coal face (tepid) and then a series of leadership development initiatives to improve competence and put the people management and leadership role somewhere higher up the priority list. From a standing start, the organisation has begun to embrace the importance of engaging its people, attrition is down and leaders are beginning to recognise what their people can offer if challenged and supported.
If you would like to talk about how to get the importance of the leadership role more firmly established in your organisation, contact us here.