Discover How To Grow Your Company
In order to grow your business certain fundamentals need to be in place.
By dealing with these proactively we can prevent draining management time. We can also take these time pressures away, leaving you to focus on growing the business.
A small investment in time to put the building blocks in place means that many of the problems which arise time and time again can be ‘planned’ out of the system.
By dealing with these proactively we can prevent draining management time. We can also take these time pressures away, leaving you to focus on growing the business.
A small investment in time to put the building blocks in place means that many of the problems which arise time and time again can be ‘planned’ out of the system.
Discover How To Grow Your Company
In order to grow your business certain fundamentals need to be in place.
By dealing with these proactively we can prevent draining management time. We can also take these time pressures away, leaving you to focus on growing the business.
A small investment in time to put the building blocks in place means that many of the problems which arise time and time again can be ‘planned’ out of the system.
By dealing with these proactively we can prevent draining management time. We can also take these time pressures away, leaving you to focus on growing the business.
A small investment in time to put the building blocks in place means that many of the problems which arise time and time again can be ‘planned’ out of the system.
Designing Job Descriptions
Very little time and attention tends to be paid to job descriptions. The absence of clear roles and responsibilities tends to lead to confusion and conflict.
Often leaders are frustrated with the lack of accountability that their line managers take. If clear job descriptions are in place, then an individual’s performance is a lot easier to assess and manage.
Often leaders are frustrated with the lack of accountability that their line managers take. If clear job descriptions are in place, then an individual’s performance is a lot easier to assess and manage.
Change Management
Advise and deliver business, leadership team and functional restructures
A growing company needs to review their organisational structure at least every 18 months (dependent on the levels of growth).
Our Organisational Design experts will work to understand the company’s operating model and by running diagnostics will understand how the businesses challenges can be addressed through a re-design of the company structure.
A growing company needs to review their organisational structure at least every 18 months (dependent on the levels of growth).
Our Organisational Design experts will work to understand the company’s operating model and by running diagnostics will understand how the businesses challenges can be addressed through a re-design of the company structure.
Lead Change Management Programmes
Change management isn’t as painful as it sounds. We are equipped to help to manage these changes with your team. It’s all about communication and ensuring that the right process and procedures are in place to make the business operate at its maximum potential.
It’s not all about process and procedures though – the most successful businesses know that it’s about the people, which is where we come in.
It’s not all about process and procedures though – the most successful businesses know that it’s about the people, which is where we come in.
Lead Change Management Programmes
Change management isn’t as painful as it sounds. We are equipped to help to manage these changes with your team. It’s all about communication and ensuring that the right process and procedures are in place to make the business operate at its maximum potential.
It’s not all about process and procedures though – the most successful businesses know that it’s about the people, which is where we come in.
It’s not all about process and procedures though – the most successful businesses know that it’s about the people, which is where we come in.
Manage Office or Team Relocations
Not everyone is happy about you buying a nicer office in another part of town.
We have worked with several clients to relocate staff following a change of office location or through the amalgamation of existing offices. Communication is key and we can help you engage with the staff to get them on board and to ultimately ensure that they want to stay with you. It is all about being reasonable and also compliant with contractual terms; let us help you to take the emotion out of moving.
We have worked with several clients to relocate staff following a change of office location or through the amalgamation of existing offices. Communication is key and we can help you engage with the staff to get them on board and to ultimately ensure that they want to stay with you. It is all about being reasonable and also compliant with contractual terms; let us help you to take the emotion out of moving.
Manage Office or Team Relocations
Not everyone is happy about you buying a nicer office in another part of town.
We have worked with several clients to relocate staff following a change of office location or through the amalgamation of existing offices. Communication is key and we can help you engage with the staff to get them on board and to ultimately ensure that they want to stay with you. It is all about being reasonable and also compliant with contractual terms; let us help you to take the emotion out of moving.
We have worked with several clients to relocate staff following a change of office location or through the amalgamation of existing offices. Communication is key and we can help you engage with the staff to get them on board and to ultimately ensure that they want to stay with you. It is all about being reasonable and also compliant with contractual terms; let us help you to take the emotion out of moving.
Mergers and Acquisitions
Whilst a vast amount of growth may be organic, we have extensive experience of leading the people aspects of Mergers and Acquisitions.
There’s value in having commercial HR input into acquisition decisions. It is key from the outset that any risks and issues are highlighted through due diligence. This will not always be identified in commercial due diligence processes which tend to focus more on the numbers.
There’s value in having commercial HR input into acquisition decisions. It is key from the outset that any risks and issues are highlighted through due diligence. This will not always be identified in commercial due diligence processes which tend to focus more on the numbers.
Transitions and Integrations
Transitions and Integrations
Our team have transferred tens of thousands of employees over the past decade across several sectors.
Our programme involves the following stages:
1. Planning and Preparation: Collating the data, preparing the FAQ’s communications.
2. Information and Consultation: Helps to ensure the transition is seamless.
3. Transition: Issuing terms of employment and the relevant transfer to the new company.
4. Review: Provides opportunity to learn with regards to what lessons have been adopted.
Our programme involves the following stages:
1. Planning and Preparation: Collating the data, preparing the FAQ’s communications.
2. Information and Consultation: Helps to ensure the transition is seamless.
3. Transition: Issuing terms of employment and the relevant transfer to the new company.
4. Review: Provides opportunity to learn with regards to what lessons have been adopted.
