Solution Sets

Develop a Workforce Plan to Address Talent Needs

Talent is critical to executing on organizational objectives and driving success; however, 75% of leaders report that talent shortfalls have prevented them from meeting...
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Implement a Job Rotation Program

Employees want more development and career opportunities, while organizations need to identify qualified candidates to fill key vacancies as they arise. Job rotation...
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Modernize Performance Management

The traditional approach to performance management (PM) is ineffective in today’s increasingly fast-paced business world, but agile does not work for everyone. Adopt a...
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Equip Managers to Conduct Effective Pay Conversations

Compensation conversations can have a profound impact on employee engagement and retention. Educate managers so that they are able to effectively communicate the...

Equip Managers to Improve Team Effectiveness

Teams often fail to reach their full potential because with the benefits of teamwork there also comes new challenges and complexities. Teamwork involves increased...
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Plan for HR Shared Services

Limited resources are putting pressure on HR departments to improve their efficiency. At the same time, HR needs to deliver more strategic value, provide data on the...
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Develop a Leadership Strategy to Drive Organizational Results

Leadership is critical to organizational success. Effective leadership improves employee engagement and reduces turnover, but most importantly, it drives bottom-line...
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Empower Managers to Take Ownership of Employee Engagement

The responsibility of employee engagement has been on the shoulders of HR and the executive team for years, but employee engagement is a shared accountability that...
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Maximize the Effectiveness of Short-Term Incentive Plans

Short-term incentive plans (STIP) are table stakes for many organizations, yet alignment with and support of key organizational objectives are not adequately integrated...
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Implement Flexible Succession Plans to Support Organizational Continuity

Succession plans are often focused on a few potential successors, leaving organizations vulnerable to turnover in critical roles. Succession plans are also ineffective...
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