Introduction to
People

Does your organisation provide optimal support for increasing performance and delivering on your strategic imperatives? We help you review and design your organisation. This goes beyond the traditional “lines and boxes” approach and includes building the framework and context for behaviour, collaboration and decision-making to support the organisational goals.

Is it clear how decisions are made in your organisation? Do you make sure to include the most relevant stakeholders in the decisions? We help you define the right governance models on strategic, tactical and operational levels and successfully transition them into new models.

How capable is your organisation of delivering on your purpose? An operating model provides the link between your strategy and the execution. The building blocks ensure that you are able to deliver your products and services most effectively. We help you design and implement a fit-for-purpose operating model.

We help your organisation build and realise the necessary capabilities to deliver on its strategy successfully. Our fixed framework ensures focused and impactful design and activities. We consider not only personal competencies but also the organisation’s ways of working, such as cross-functional collaboration and culture.

Is your overhead cost base becoming too big? We help you reduce organisational complexity and build a more cost-efficient organisation. This includes right-sizing the organisation, designing the right span of control, delayering the organisation, reducing double work and assessing outsourcing and nearshoring opportunities.

Carving out a business unit is a strategic choice and a complex organisational transaction. We help you design, plan and manage the execution of the carve-out activities. We pay distinct attention to the people and organisational consequences when executing the transaction and ensure a smooth and human-centric change process.

Are you transitioning to a stronger delivery model? Re-designing your organisation will often lead to major changes in people’s work such as changes in location, departmental affiliation or reduction in the number of employees. We support you in transitioning your workforce – scaling up, scaling down or moving positions.

Do you know how you can support the business strategy through people in the best possible way? Through interviews and workshops, we clarify the strategic factors and enablers for your organisation. We help you design your people strategy and identify required strategic capabilities and service delivery scope for the people function.

Does your HR function have the capability to enable the business strategy and address business needs, market trends and workforce changes? We help you design an HR function that delivers on your promises. Our proven organisational design method involves co-creating a solution with you to meet your business where it is.

Are you experiencing low productivity, high levels of manual effort and double work? We help you identify and reduce complexity and costs in your HR organisation through a proven cost-reduction framework that delivers short- and long-term effects.

How can we ensure that our ways of working deliver the best employee experience? Using design thinking, we help you define your people processes to support your values, roles, structures and future tools, creating a smooth and consistent employee experience grounded in your people strategy.

How can you navigate an ever-changing market of people technology and find the solutions that suit your needs? We offer various cost-effective and systematic approaches to vendor selection depending on the size of your organisation. All approaches focus on critical business needs and proofs of concept rather than lengthy requirement specifications.

People technology plays a crucial role in an organisation’s infrastructure and must constantly be maintained, renewed and matched against the people vision. We help you build your people technology road map for optimal business support, prioritising critical systems and functionalities and outlining the efforts required to support your people vision.

Are you achieving the desired impact from your people technology? Are you unsure whether your IT support is suitable for your people processes? We help you review your current solution and organisational set-up through intensive user sprints, investigating whether it needs to be updated or replaced.

Would you like to reduce the risk of delay and wasted efforts in your people technology implementation? We help you design your project for early impact and business adoption. In collaboration with you and your chosen implementation partner, we design an implementation process tailored to your organisation and fit for the selected technology.

Too often we see HRIS implementations fail due to missing focus on the changes to the organisation, the governance structures, roles and responsibilities. We take a human-centric approach to ensure fast adoption of your people technology fuelled by behavioural science concepts such as nudging and gaming. Forget boring emails and training sessions. We will help you design ways to trigger the right behaviours.

Organisations often seek to optimise processes and improve employee experience and/or efficiency gains when implementing people technology. We offer a proven approach based on design thinking to identify process optimisations, ensuring early validation and quantification of impact.

People technology implementations are often perceived as technical, but the main impact comes from benefits in the people function. Understanding both areas of expertise is crucial for a successful implementation. Our team of experienced project managers speak “HR” and “IT” and know the main drivers and pitfalls in people technology implementations.

Having a great employee experience throughout the workday is becoming increasingly crucial for employee engagement, retention and business efficiency. Our experts help you design and implement a great employee experience across technological platforms, company culture and physical environment.

Are you struggling with quantifying the quality of your recruitment funnel, assessing the effectiveness of sourcing channels and backing selection decisions? We help you analyse and structure how to address key recruitment challenges and build dashboards that allow you to monitor the impact of recruitment decisions.

What makes talent leave your organisation? What makes them stay? Getting data-based insight into the drivers of employee turnover is key to navigating the increasingly competitive talent market. We help you estimate the costs and drivers of employee turnover and identify solutions for mitigating turnover.

Consistently supporting business leaders with analytical insights on people and organisational issues requires a distinct combination of team and functional capabilities. We help you establish your people analytics capability by defining key services that address your business needs and mapping and building competencies to deliver on those needs.

Strong people data governance is the foundation for building data-based insights and value-driving people analytics. We help you map disparate people data sources and build a scalable data model that enables tailored manager dashboards and in-depth analyses to improve your business operation.

Regardless of your approach to performance management, data-based insights can help you release people performance. We help you establish prioritised performance metrics and explore correlations to relevant parameters that guide leadership decisions and people investments such as competencies, team composition, leadership, capabilities and development initiatives.

Are you interested in measuring the return on your investments in employee learning and development? We help you assess the business impact of your learning & development investments through data-based mapping of competence development and behaviour change to business metrics and people performance.

Do you know the workforce you will need tomorrow? We combine the creation of a visionary people strategy with diagnostic, predictive and prescriptive analytics to help you assess your future needs and ability to develop and retain required skills and capabilities. And we help you identify the best actions to fill your needs.

How well is your organisation currently doing when it comes to DEI? How are you benchmarking against competitors? We help organisations conduct DEI assessments that can provide valuable insights for strategy development, target setting, awareness building and leadership development.

Are you looking to drive impactful DEI progress? We help you devise DEI strategies tailored to your organisation’s specific needs, starting from the initial road map and guiding you through the implementation process. Our services cover everything from crafting your core story and communications plan to setting measurable targets and unleashing the power of social movements to engage your entire organisation.

Being holistic in your DEI approach requires bridging the gap between your organisation, local business units and the surrounding society. We help you leverage your partnerships and engage your organisation by creating inclusive movements and communities and finding local solutions and activities

Expanding equity throughout the supply chain can have a significant impact. Maybe you need a service check of your market communication, perspectives on targeting products and services to a diverse market or collaborating with your suppliers and investors more sustainably.

Mobilising leaders is essential to nurturing a more diverse, inclusive and equitable workplace. Practising inclusive leadership gives leaders strategies for paving the way for a more inclusive workplace with their collaboration partners, customers, teams and colleagues.

We help organisations map and debias their recruitment process to get access to and retain a broader talent pool. We uncover the biases that stand in the way of equitable hiring and promotion practices and offer concrete solutions to mitigating them.

When striving for a more diverse and inclusive workplace, ensuring that no structural barriers block progress is crucial. We perform barrier analyses by combining data and qualitative analyses to identify systematic barriers and the reasons behind the barriers. We then recommend systematic and processual changes to remove them.

Do you provide equal pay for equal work in your organisation? Through analysis, we determine any raw pay gaps. We identify the main underlying factors behind differences in salary and work with you to identify root causes and opportunities for improvement. We help you design a transparent compensation strategy and structure.

Do you know how you can support the business strategy through your people in the best possible way? Through interviews and workshops, we clarify the strategic factors and enablers for your organisation and help you design your people strategy and identify required strategic capabilities to align your workforce with your business objectives.

We believe that effective sourcing of talent and engaging your existing talent are the two ultimate goals of employer branding. We offer a holistic approach that covers everything from market analysis and EVP creation to internal and external data-based channel optimisation. We also provide training to your brand agents to apply this approach effectively.

In a world where many organisations are flattening hierarchies and relying on constantly evolving areas of expertise, identifying and utilising transferable skills among employee groups and providing non-hierarchical career opportunities is becoming increasingly important. How can you offer an attractive career? What is a career after all? We help you build your approach based on your situation.

A positive employee experience impacts engagement, performance and talent retention. Are you interested in knowing what motivates your talent to go the extra mile and how you can develop and retain them? We support you in gaining insights and designing talent development solutions that enable performance and align with your culture.

Do you know the workforce you will need tomorrow? We combine the creation of a visionary people strategy with diagnostic, predictive and prescriptive analytics to help you assess your future needs and ability to develop and retain required skills and capabilities. And we help you identify the best actions to fulfil your needs.

Do you feel comfortable about your leadership pipeline? Leadership performance is much broader than functional experience. Therefore, we provide strategies for holistic succession planning focusing on the broader business acumen, leadership style and future leadership development potential.

Have you defined how to make your people develop to meet future business needs? We help you uncover your needs and create a tailored learning strategy. We help you identify how to organise around learning and define your digital learning architecture as well as provide tactical guidance on content creation learning methods.

Do you offer people the best conditions for performance, and do you track it? We believe in integrating performance management into all crucial conversations to ensure that performance drives your continuous improvements. We use our people performance compass to help you identify how to balance the need for control with the individual freedom to take ownership and grow.

Do you have transparent career paths and staffing mechanisms? We help you enable internal talent marketplaces by redesigning your approach to job matching, project staffing, internal career pathing, development dialogues and much more, depending on your point of departure. We also support you in finding and installing the right digital support.

A clear and precise understanding of your culture is a prerequisite to assessing what needs to be done to meet changing strategic needs. We conduct a tried and tested digital, engaging, encompassing mapping process that provides decision-makers with insights and validated recommendations.

Deciding on the future culture of an organisation builds on the cultural legacy and internal and external demands for the culture. Culture is organic, and change can only grow from existing roots. We provide insights and a compass to guide organisations towards a culture that is fit for the future.

Culture eats strategy for breakfast, but only if you do not feed your culture to support your strategy. Culture is slow and enduring but malleable. By diligently shaping your culture to enable strategic value creation, your culture becomes the fertile ground for your strategic endeavours.

The first experience with a new employer can be very determining. Habits and assumptions have not yet taken root, making the employee more receptive to our aspirational values. That is why carefully designed cultural onboarding is a great way to engage new hires in shaping the future culture.

Culture is for everyone and created by everyone. Crowdsourcing culture means inviting everyone to experiment with new ways of how we envision the future to be. We seed the new cultural keystones and behaviours and enable all local units to decide and experiment with how to live out the new values with clear guidance and supporting tools.

Culture is everywhere, but even then, some places are more present than others. These “cultural hotspots” are where your values shine most brightly, whether it is the reception area, your CEO's annual address, your flagship store or another similar location. We help you identify these hotspots and provide a more focused effort to shape and sustain your culture.

Culture is ultimately what we do. Defining the behaviour that will drive the future and enabling those behaviours is crucial to directing the new culture. We deploy a suite of cutting-edge behavioural change methods to transform cultural aspirations into everyday behaviour one action at a time.