Situation
Keep the people you have trained
An engineer who is recruited and then leaves after eighteen months costs you their recruitment, their training, the time of their supervisors and a second recruitment. And the reason is rarely salary: it is the gap between what was promised and what is experienced. It is a communications issue as much as a human resources one.
What you can gain
- Prepared arrivals, where the newcomer knows from day one what he is there for.
- Manager communications that say the same thing from the top of the line to the bottom.
- Employees able to talk about their work, and therefore an employer brand that feeds itself.
- A replacement cost avoided, which can be quantified and presented to the executive committee.
How we work
- Gap diagnosticWhat was promised, what is experienced, and where the break occurs in the journey.
- Onboarding journeySequence of the first ninety days, content, the manager’s role, checkpoints.
- Internal communications programmeRituals, formats, calendar, and who speaks on what.
- ToolsWhere useful, a simple application that carries the journey instead of a shared file.
Our scope
What we do not do
- We do not work on pay policy, job classifications or social dialogue.
- We do not treat a management problem with communications: when that is the case, we say so.
Let’s talk about your project
Describe your situation in a few lines, without sensitive information. We reply within two working days.