Professional Services For Organizations
Our Customized Implementation Plans frequently include: clear goals, free resources, recommended training, coaching options, identification of what will have the highest impact for your efforts, and of course how to generate buy in for change.
Areas Of Focus
Talent Security
The Problem
The world has changed and so have the expectations of employees and the realities of today’s workforce. 2020 forced the world through a massive disruption to the norms of the workplace and shifted the dynamic of the labour market. The old ways of attracting and recruiting are no longer enough.
Having access to talent has never been more difficult or more important.
Businesses everywhere are struggling to fill positions of all kinds, and many are unsure why. Asking questions like; Why do people no longer want to work? Are the skills I need no longer available? The truth is, the talent is there and ready to work, but the opportunities you’re pushing, they’re not buying.
The Roman 3 Solution
- Extensive and engaging management training.
- Assessments to understand and improve your current employer brand.
- Coaching to help new or existing supervisors and managers improve how they recruit.
- Consulting to support your Human Resources efforts to transform your workplace culture and reputation to attract top talent to your door.
How you are currently perceived in the labour market is the largest factor in your ability to attract and retain the best people. If you treat your labour market brand like you do your consumer market brand, talent will seek you out the same way your customers do.
Inclusive Engagement
The Problem
When it comes to improving employee motivation and engagement, most businesses make the same mistakes. They look to implement organizational-wide activities and use data collection surveys to measure their impact. This approach is shallow at best, and can be seen as insulting at worst.
It makes staff feel like a number, just a cog in the machine.
These approaches are not effective, but they are easy. They prioritize the convenience of the company and completely ignore the needs of the employee. It is easy to forget that employees are all individuals who have unique expectations and are motivated by different things. This is the mistake you’re making.
The Roman 3 Solution
- Extensive and engaging management training.
- Assessments to understand the needs and preferences of your team that will inspire engagement.
- Coaching to help new or existing supervisors and managers lead teams more effectively.
- Consulting to support your Human Resources efforts to transform your remote culture into one that will motivate and encourage employees to provide their best work.
For most businesses, small incremental change yields significant results when it comes to creating a more inclusive and engaging workplace. When the commitment is made and communicated to staff, you will begin to see success. We can help you define the small wins that lead to big results.
Organizational Culture Evaluations and Navigations (OCEAN)
The Problem
Organizational Culture is too often undervalued because many organizations and leaders believe it to be intangible and unmeasurable. This leaves organizations open to risks, expensive labour issues, and damages their employer brand both in the consumer and labour markets.
“If you can’t measure it, you can’t manage it.” – W. E. Demming
You will never have the profitability, growth, and organizational performance your company is capable of if you are not measuring:
- How your work environment is creating job dissatisfaction
- How your managers are creating or limiting psychological safety
- Whether your Diversity and Inclusion programs are creating belonging
- Whether your employee engagement efforts are increasing employee motivation and enthusiasm
The Roman 3 Solution
- Extensive and engaging management training.
- Assessments to understand their specific labour challenges and the associated costs.
- Coaching to help new or existing supervisors and managers create higher-performing teams.
- Consulting to support your Human Resources efforts to transform your workplace and increase your Performance, Efficiency, and Productivity (PEP).
For many businesses, investments in to employee engagement surveys, diversity training, and recognition programs will be a waste of time if you have not ensured you have the right environment for those investments to pay off. Stop throwing good money after bad and evaluate your organizational culture.
Fractional HR / HR Consulting
The Problem
Many organizations require help to improve their People and Culture process and practice, but they are unable to afford the required full-time HR professionals to successfully manage this need. Organizations who are unable to match their internal growth and performance to their external growth and performance are putting themselves at risk.
Scaling externally requires the ability to scale internally.
This is where the benefits of Fractional HR and HR Consulting can solve your problem. Leverage the expertise and experience of having a People and Culture Executive at the table to help you scale your internal growth with strategic intent and confidence. Without the cost of a full-time CHRO.
The Roman 3 Solution
- Experienced People and Culture experts.
- The tools and strategic approach to take HR functions off your plate in the short term, and optimize your practices for the long term.
- Remove the stress and pressure of the everyday people management, so you can get back to focusing on growing your business.
- Building your capacity and management capabilities to sustainability maintain your ability to scale and grow, ideally to the point to hire your full time HR team.
For most businesses, external support with your Human Resource and People and Culture functions can be a game changer to resolving the pain points that come with growth, talent acquisition, and employee performance. In fact, some of the best results come from adding Fractional HR to support your existing HR generalists and managers to help them move beyond reacting to problems as they come and setting up strategic processes to get ahead of common, but aviodable people managment stresses.