Case Studies

A few examples of how working with me works……..

The issue
A large multi site business losing its key staff at a rate in excess of 25% per annum with 50% of its leavers bolting within 6 months of joining. Unacceptably high direct and indirect turnover related costs.

The analysis
Quantitative analysis of 12 months leavers supported by qualitative data obtained through post employment ‘exit interviews’.

The actions
Identification of a truer picture of reasons for turnover – not about money! Focus and resource placed into recruitment and selection practices, induction and management style.

The outcomes
Training programmes developed for first line managers, regional pay structures developed, local and national induction programmes developed and increased emphasis given to recruitment and selection training.

The results
Reduction in turnover and all its associated costs by over 20% after 12 months.

The issue
Alleged inappropriate conduct by a senior employee at risk of redundancy potentially threatening the company’s commercial and employees’ interests.

The investigation
Initial investigation with current employees followed by investigation meeting with affected employee. Key issue was of relationships due to anecdotal nature of the evidence.

The actions
‘Case to Answer’ Report prepared for the Company, outlining numerous potential Misconduct and Gross Misconduct issues along with questioning whether trust and confidence had broken down in the employment relationship.

The outcome
Disciplinary process initiated based on the ‘Case to Answer’ Report.

The issue
A company with annual absence figures in excess of 8% – unacceptably high Sick Pay costs in addition to temporary labour and overtime costs, loss of continuity and low morale.

The analysis
Objective review of absence data, identifying trends in short term absence and where long term absence required attention.

The actions
Review of working patterns, introduction of effective ‘Return to Work’ interview process supported by training, setting of absence level target, recognition for good attendance, introduction of Occupational Health support and training in effective use of both Capability and Misconduct procedures

The outcomes
Significant year on year reduction in absence figures to ‘peak’ at below 2%.

The results
Significant financial and morale benefits to the company and, as a result, its employees.