Attracting the best people is step one. The next step is maximising their potential to deliver increased business profitability as well as increased employee engagement.
People Perform offer a range of development programmes and tools.
If you would like to discuss your needs please call us on 0333 577 1319 or use the contact sheet below.
We provide coaching within multiple areas - talent, performance, leadership or supporting careers. It can be accessed as part of an ongoing development programme or to support a specific need within your organisation.
Psychometric and 360 degree feedback are powerful tools in supporting team and individual development. As part of a development programme or a more specific development need, we have a range of recognised tools including Insights, Hogan, Clarity 4D and EQI.
TalentPerform is our talent development programme, designed to accelerate high potential development. It utilises a blended learning approach, coaching and psychometrics.
We also develop bespoke talent development programmes to suit specific organisational needs.
Introduce or improve the learning culture in your organisation. From the development of career path models to improving talent pipelining, retention and engagement.
We are experienced in exploring the development needs of the leadership team, then designing and delivering specific programmes.
Our mentoring support can be employed within global organisations or for local teams. It can be used for individual leaders or within existing development programmes.
Large international engineering organisation who wanted to create structure and rigour to their mentoring process. The company wanted to properly evaluate mentoring delivery and outcomes and was aimed at graduates, talent and new starters.
Most organisations have some form of mentoring. Often, this can be informal and success will depend on the ability of the mentor and the relationship chemistry. This project was to bring structure and rigour to this informal process so the organisation could truly test its impact on their talent pipeline. The client wanted a simple and streamlined way of improving what was already happening by giving the skills and the process to the mentors.
The project delivered:
A logistics company employing around 3,200 people who wanted to focus on their performance management process and systems. They wanted to improve their performance culture and remove that tick box mind set. Together we created a system called My 15 Minutes, embracing regular check in meetings and more flexible goal setting and reviewing.
To create a culture of performance and engagement to enable clear focus and support change within a demanding, mobile and multi-site environment. Review current paperbased application and recommend future best practice performance management process and systems solution. The company has a combination of office and mobile employees, some with limited access to technology.
Recommendation to introduce regular check in meetings with an online system.
Cost Benefit analsysis:
Improve employee engagement that increases engagement with an annual revenue uplift of £1.7m for every 1 point improvement in engagement.
- Reduced HR administration
A multi billion dollar global engineering business, this solution was implemented within the UK business unit.
The business leadership team wanted to initiate a groundbreaking programme to support employees in developing workforce skills and leadership capabilities to boost business performance and better serve customers. The programme also needed to provide a career path and map skills and learning to enable employees the best opportunity to succeed in their chosen career. Current learning was perceived by employees as not being transparent, easy to access or time constraints prevented them from accessing. Leaders felt that employees needed to drive their own learning opportunities by the company providing easy access to learning.
A branded online learning portfolio branded as Iconnect My Job, providing a competency model, career path, transparency job descriptions and linking learning to each role. Learning was accessed through an online portal created specifically that could be tracked, providing the business with relevant training data. A communications campaign was deployed to the employees.