THE INSIDE-OUT PEOPLE ALIGNMENT ARCHITECTURE

---

PROBLEM DIAGNOSTIC

• The Focus:  Isolating the friction points along the employee lifecycle where engagement and productivity are drained.

• How It works:  The first step is for founders/leaders to take our free Quick Friction Check (if not already completed).  This is the diagnostic tool we use to gain insight into the key issue(s).
• Next we hold a de-brief with leaders/founders to verify our understanding of the  issues, gain further insights and confirm their commitment to finding solutions.  
• We  then conduct  'investigations' to look beneath surface friction points, like low moral or high turnover, to pinpoint precisely where solutions are needed.  We do this by de-constructing each step in the employee journey (i.e. hiring, onboarding, performance management & career development etc). 

• The Outcome:  We provide a clear roadmap identifying  friction points, i.e. where your people management processes are negatively impacting engagement and productivity and  offering solutions  to resolve these.

SOLUTION DELIVERY

• The Focus: Delivery of people management solutions to resolve friction points and/or operational gaps.

• How It Works:  Following the roadmap provided in Pillar #1, we present to founders/leaders, practical approaches to solve the  people management friction points.  For example we may recommend more effective recruitment strategies  to leverage technology and enhance employer branding  and as a result attract diverse talent, reduce hiring times, and ensuring a seamless candidate experience.  Or we may find that your onboarding process requires an overhaul to ensure it's effective in accelerating a new hire's time to productivity, fostering early social connections, and significantly boosting long-term retention 

• The Outcome:  A clear plan to dramatically reduce or eliminate operational drag, and increase engagement and productivity.

LEADERSHIP CAPACITY BUILDING

(Recommended to ensure successful implementation of people management solutions)

• The Focus:  to upskill operational managers into strategic leaders who can  pro-actively anticipate and avert organizational  friction.

• How It Works:  Your frontline supervisors and mid-managers are the ones who feel organizational friction first.  We train and equip your operational leaders with the modern tools to identify and resolve workplace friction before it turns into a costly outcome (such as a union grievance or a devastating technical burnout).

• The Outcome: Resilient, highly capable leadership layers that protect your organizational velocity and preserve your workplace culture.