Performance Optimisation and Retention

Managing and optimising the performance of existing and new talent is crucial to ensuring high levels of productivity and engagement.

We have various solutions to help in this regard, including:

1. ©Talent Start-Up to integrate new hires quickly into your business
2. ©SHARP Performance Meetings
3. Retention strategies for specific employee groups or your entire employee population
4. Engagement surveys and "stay interviews" to promote motivation and loyalty of talent
5. Succession management and key talent initiatives

©Strengthsaccelerator Programme for Future Leaders

Organisations wanting to accelerate the confidence and capability of high-potential, future leaders will benefit significantly from this cutting edge solution.

The aim is to strengthen the supply of high quality successors, ensuring they contribute at the highest possible level to the business agenda and future goals.

Each programme is bespoke to the needs of the client. However, it typically incorporates:

• Assessment of current performance and potential
• Targeted Acceleration Plan to optimise strengths, manage weaker areas and ensure unique strategies for success are translated into action
• Short training modules which can be delivered on a flexible basis
• Coaching and mentoring to ensure effective application of learning
• On-the-job learning opportunities and work-based projects
• Regular progress reviews and a close-out assessment

©SHARP Performance Meetings

Research together with our own experience clearly show that performance appraisals/conversations that focus on performance and personality strengths are much more energising than those that focus predominantly on weaknesses and problem areas.

Therefore, we have developed a unique strengths-focused approach to performance meetings summarised by the acronym SHARP which stands for:

Strengthen	Strengthen the person by appreciating what they have done well? What particular strengths and successes have they demonstrated?
Hone	How can the person hone their strengths to prevent suboptimal performace through overuse or underuse of these strengths?
Add	What new skills, knowledge and experience need to be added so the person can gain the full benefit from their strengths?
Remove	What performance blockers, confidence sappers and weaknesses need to be removed or mitigated?
Prioritise	What business and personal growth goals need to be prioritised for the next performance period?

Our consultants can assist in customising this strengths-focused performance mindset and process as an integral part of your performance management system and culture using change management techniques, management skills training and coaching.

©Talent Start Up

©Talent Start Up is a highly innovative solution designed to help you ensure recruitment decisions deliver exceptional results with speed and efficiency.

Effective hiring is more than simply finding high calibre talent with the right skills and experience. Systematic and tailored integration, including honest feedback and coaching, is crucial to ensure key talent build the self-awareness, self confidence and situational flexibility required to produce superior results.

The first stage of the programme is designed to ensure a thorough understanding of the role, team, and organisation. Based on a series of interviews with key stakeholders, we compile a Fast Start-up Plan which will identify stakeholder expectations, priorities and critical success measures for the new hire's successful integration into the position.

The second stage of the programme is designed to accelerate the new starters' integration into the role and company while providing the person with valuable self-awareness, confidence and personal management skills.

This is done through coaching, feedback and development planning, which can be customised to suit the needs of the client. We will also take account of the results of any assessment conducted during the recruitment process. Our standard process includes four 1:1 coaching sessions of up to 2 hours, which will be held face to face or over the phone.

After 30, 60 and 90 days, Key Talent Check-ins are conducted against critical success measures and the results fed back to the client to enable effective ongoing support for the new hire.

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