Our holistic, people-centered approach builds on organizational cultural strengths and makes people part of the solution. Our team uses an evidence-based approach to quantify aspects of organizational culture that are proven to be linked to performance outcomes.
We partner with organizations to build inclusive workplaces for all employees. We conduct a Diversity and Inclusion assessment and/or audit to get a data-driven understanding of your current state to guide short-term and long-term strategic decisions.
We have extensive experience in improving the performance of leaders, teams, and organizations in sustainable ways. Our consultants can serve as your culture thought partner, and we work directly with you and your organization to achieve meaningful change and development.
We provide keynote speeches, professional workshops, and seminars that are designed to facilitate the growth and development of your employees. Workshops and training can be customized to meet your specific needs with regard to content and length of presentation.
A recent study done by the Society for Human Resource Management (SHRM) shows that over the last five years, the cost of turnover because of organizational culture is $223 Billion.
The percentage of American workers who have thought about leaving their current organization because of workplace culture.
The percentage of employees who had been treated with incivility admitted to taking their frustrations out on customers. And 12 percent left their jobs due to uncivil treatment.
According to HR Focus, having a ‘‘toxic worker’’ on your team costs $12,489 in ‘‘induced turnover’’ alone, as frustrated co-workers flee. That figure ‘‘does not include other potential costs, such as litigation, regulatory penalty, and reduced employee morale.
Gallup estimates that actively disengaged employees cost the U.S. $450 billion to $550 billion in lost productivity per year.
The percentage of employees who have left a job because of their manager. Furthermore, 14 percent have left multiple jobs because of their managers. An additional 32 percent have seriously considered leaving because of their manager.