We are brought in when something structural is wrong and the people closest to it are too close to say so. Usually that is a restructure that has been discussed for a year, a retention problem being treated as a pay problem, or a workplace risk everybody has learned to work around.
We work alongside your team, and we hand back something you can act on rather than a report.
Restructuring
Deciding what the shape should be, then getting there without losing the people you needed to keep.
The technical part is straightforward. The part that goes wrong is sequencing: consultation, contracts, timing and communication, in an order that leaves you legally sound and leaves the survivors willing to stay. We plan that with you and sit in the room for the difficult parts.
Why are we losing people?
Usually not for the reason given in the exit interview. Pay is what people say; supervision, progression and a shift pattern nobody will discuss are more often what they mean.
We look at where leavers cluster, by role, by supervisor, by site and by length of service. That normally points somewhere specific, and somewhere fixable, within a fortnight.
Workplace risk
The risks that sit between departments and therefore belong to nobody: a practice that is safe until two crews overlap, a control that exists on paper, a dependency on one person who has not taken leave in three years. We find them, rank them by consequence, and tell you which ones are worth money to fix.
Do you implement, or just advise?
Both, and we would rather implement. Advice that arrives as a document tends to stay a document. Where a change needs people to run it, we can supply and supervise them through Workforce Outsourcing, and where it needs your own managers to grow into it, Training & Development is the other half.
Will you tell us if we do not need this?
Yes. A restructure that is really a supervision problem, or a retention crisis that is really one bad manager, does not need a consulting engagement, and we would rather say so early than bill for the long way round.
Getting started
Describe the situation and we will tell you what we think it is and whether we are the right people for it. First conversation costs nothing.
The other mandates
Sourcing, screening and background checks for one hire or a full team, filled in days.
We become the legal employer. Contracts, discipline and on-site supervision sit with us.
NSSF, PAYE and SDL calculated, filed and paid monthly. One predictable invoice.
Policy design, headcount planning, performance frameworks and HR audit.
Leadership, safety and skills programmes for frontline supervisors and teams.