One of our clients in the Technology sector approached us in 2017 when they had about 5 staff members to manage their HR services for them. We commenced this service under our virtual HRMS platform, providing them with a dedicated consultant to manage their people and people operations and processes.

Our intervention methodology was based on our assessment of their growth history, business model and future aspirations. Our intervention – focused and customized to suit their peculiar needs – was designed to grow as their needs continued to metamorphosize. The client – who continued to renew their annual contract with us over the years - has grown over the years to over 40 staff.

Our participant’s feedback and overall client feedback continue to be encouraging. It means we are connecting with their real needs and genuinely making a difference. We however do not rest on our oars as one of the foundational principles of our Business School is radical innovation based on continuous improvement. We continually check the market, feel the pulse of our clients, review the changes within the micro and macro business landscape and identify the learning gaps that exist. All our programs are meticulously curated to address specific needs that have high impact on the growth and sustainability of enterprises within Africa.

One of our clients in the Insurance industry with staff strength of almost 200 spread across different states in the country approached us for a skills assessment of all their staff. Their major concerns revolved around retention needs, succession plans, managerial and leadership capabilities, actual performance management transparency amongst others.

Our intervention as usual started with a thorough understanding of the client’s operating environment and peculiar business and staffing practices. Our skills assessment methodology usually apply multiple techniques to serve as appropriate checks and balances to reduce bias which can arise during such assessments. Our subject matter experts understand the technical complexities of all the staff and are utilized in our audit and assessment process.

Our skill assessment reports are comprehensive, providing clarity to our clients on decisions that need to be taken. Staff who are strong performers as well as those with performance gaps and those who are not a good fit for the organization are clearly highlighted. Recommendations on training needs, succession capabilities are also clearly communicated. In our reports, we also provide recommendations on existing people management practices that need to be addressed.

Our client operating within the Private Equity sector discussed their culture concerns with us. Culture transformation projects are important as the business climate usually has a direct impact on staff performance. Overtime, foundational principles, and values if not properly monitored and transformed alongside business progression become eroded. Culture impacts performance behaviour and requires a structured approach to monitor, manage and transform.

Our approach to culture transformation projects is very methodical and highly dependent on the realities within the client’s environment. This client had employee practices and behavioral challenges which had resulted in a breach of trust in Leadership, poor communication across board, poor staff performance management practices, inequity in staff management and overall employee lethargy. Our diagnosis included root cause analysis, as well as identifying intrinsic connections to unlock staff’s discretionary interest to embrace change.

Our interventions which included one on one engagements with over 100 staff, identifying and grooming culture change agents, reviewing supporting HR documents and updating / redesigning where required, as well as designing a culture playbook for the Leaders and staff, all supported our transformation process. Our comprehensive communication plan provided a strong guide for the systemic mediations over a period and the result was a strong awareness of the need for change, resulting coaching and training for Leaders across the business, and deliberate celebrations for any wins achieved along the way. It set the platform for the transformation process which is a long term commitment.

Our client in the Real Estate sector has considered us the company of choice since 2018 for their Talent Sourcing needs. We have spent a substantial time unraveling their internal culture as this has a huge impact on talent fit and staffing retention. Once our client objectives are clear, it’s easier to achieve a quick and efficient turnaround on their staffing needs.

Our approach to talent search is quite structured, utilizing decades of experience to bring value to the process and desired client result. We actively utilize Technology as well as strong people profiling skills and tools to identify the right candidates. But it all starts with the right diagnosis – fully understanding the client’s business environment, the performance areas and personality fit of the desired candidates. Our process is systemic, ensuring we increase the chances of finding the right choice for the client.

Research indicates that a bad hiring decision can cost the company approximately 30 percent of the bad hire’s annual earnings (depending on the context). We continue to be the preferred choice for our client and many more like them because we stay involved and abreast of changes within the client’s system. Our clients understand the value of maintaining constant communication with us, recognizing that we are partners in supporting their business efficiency and effectiveness.

Leadership development has been and remains one of the most crucial challenges a lot of organizations face today. This is prevalent as many people find themselves promoted naturally into managerial and leadership roles with very little preparation.

Our Bespoke and Open Leadership programs anchored by the R&A Business School was designed based on our assessment of the needs within the market.

One of our clients in the Financial Services sector with established regional offices in 8 countries within Africa shared their Leadership challenges with us.

We successfully engaged their Leaders - over 25 of them - in our Leadership programs, taking them through the various facets of the program which includes a one-on-one facetime with an experienced mentor apart from the interactive live sessions and practical cases analyzed.

Our open programs still strive to achieve a significant tailor fit, as our class sizes are kept at a reasonable number to allow personalized assessments and interactions. Each Leader’s journey is different and the context within which they operate differ. Our ability to work with each participant as a unique individual is still one of our USPs.

Our interventions which included one on one engagements with over 100 staff, identifying and grooming culture change agents, reviewing supporting HR documents and updating / redesigning where required, as well as designing a culture playbook for the Leaders and staff, all supported our transformation process. Our comprehensive communication plan provided a strong guide for the systemic mediations over a period and the result was a strong awareness of the need for change, resulting coaching and training for Leaders across the business, and deliberate celebrations for any wins achieved along the way. It set the platform for the transformation process which is a long term commitment.

One of the best retention strategies for any organization is providing clarity to its staff on progression opportunities within the system. This must be well designed / structured, properly communicated and effectively implemented.

One of our clients in Cameroon with branches and staff spread across all 10 regions in the Country discussed their Career management challenges with us.

Staff did not have clarity on their progression path and the guidelines supporting it, which gave room to bias and inequitable treatment. The result of course was poor staff commitment, very little discretionary effort and innovation, and mediocre performance.

We have been partners with this client since 2017, working consistently with them on all performance related interventions. We therefore came into the project with a lot of organizational knowledge and context.

We however still conducted the necessary interviews and focus group sessions to understand the intricate challenges staff were facing around their career development.

Our designs factored in the developmental stage of the business, the depth of HR competence of the execution team, the organizational fluidity and ease for job rotations and movements amongst other things.

The result was a well-designed Career development structure with a playbook that made it easy to implement. Adequate training and workshops were also provided for all parties involved in the execution of the process which included the HR team, Line Managers and Executive Management.

This client remains one of our strongest partners, which puts us in a good place to monitor execution and implementation of the structures designed.

Our major goal with all our clients across Africa is to support their performance. This is achieved when a performance-based system is designed across board. We will continue to work with clients who are committed to creating transparent, merit-based systems supported by a strong corporate governance.