The Hayes Group International

Leadership, Coaching and Teamwork Consulting/Training

The Hayes Group International > Case Studies > Talent Retention And Assessment

Talent Retention And Assessment

The Problem

Talent RetentionOur client, a large international pharmaceutical-related organization was facing issues regarding retention and recruitment of highly-skilled scientific first line managers. There was concern whether the right people with the right skills were in the right supervisory positions in order to positively impact a retention culture. Senior management wanted to ensure that current employees were being properly developed in terms of their leadership skills and abilities.

Our Actions

 

  • We worked with senior management to develop a customized 360° assessment identifying the leadership and management competencies required for success
  • Our team completed one-on-one interviews with 160 current managers/directors throughout the US and UK better understanding their career interests, strengths, and development needs. Additionally we interviewed each senior manager of the identified managers/directors.
  • Working in conjunction with the managers/directors, we created 3-5 year development plans that included: stretch assignments, internal coaches for style issues, and formal training opportunities (through articles, books, local universities, workshops, etc).
  • Our team met in one-on-one 2-hour coaching sessions with each manager using the 360°, a behavioral style profile, and the initial development plans. Specific yearly actions were developed and became part of the individual’s performance management process.
  • Upon completing plans, we developed a summary report with recommendations based on the data and each manager’s individual career interests for the VP of the division. Additionally there was a sustainability and follow-up process included for the actions.

The Result

  • Today, the company has re-arranged some individuals into better suited positions – resulting in better performance for the company and greater happiness for the employees.
  • Employees saw the process as a major benefit and differentiator from the competitor (relating to retention and recruitment) since the company was involved in understanding the manager’s career interests and invested in their own development.
  • Managers are better skilled since the company invested in training recommended in the plan and immediate managers were involved in meeting with employees and coaching them on the specific actions.

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