Below is a sample case showing how Evaluation Works helps organizations improve performance results and meet strategic goals.
Case Study One
Situation: A global computer company sought to build organizational capacity and bench strength due to the ongoing challenge of retaining top management and technical talent. Given a shrinking labor pool of experienced managers, rising costs of recruiting outside talent, and an alarming lack of organizational depth in developing leaders from within this was deemed a business-critical issue.
Solution: The consultant worked with stakeholders across all levels of the organization to design, deliver a comprehensive talent management strategy which included a pilot Career Development initiative for a select pool of fifty high potential, high performing professionals in business-critical, hard-to-fill positions. The Career Development process was considered a “best-in-class” component of effective leadership development since it focused upon: careful selection of candidates to assure a future pipeline of qualified leaders; quality action learning and real-time assignments to support both individual development and the delivery of optimal business results; and advance communication about the purpose, importance, and targeted outcomes of the initiative.
Results: The intended impact outcomes of the Career Development initiative were increased operational capacity, increased labor efficiency, increased bench strength, and an enhanced work climate for employee engagement, attraction, retention. Participant and manager input provided in an 30-day Action Planning process and a 60-day Impact Questionnaire showed that employees who applied structured Development practices significantly influenced targeted business measures of labor efficiency and productivity. The ROI value showed that for every dollar invested in the pilot initiative, the investment dollar was returned and another $1.36 was generated.
Intangible benefits reported by participants and their managers included:
- Improved employee/manager relationships
- Increased confidence in job role
- Increased perception by participants that the employer cared about employees’ career growth
- Improved ability to manage performance priorities
- Anticipated plan to stay with employer for next 12 months
Based upon tangible and intangible benefits achieved by the pilot effort, the organization elected to roll out the Career Development program, and its associated talent management components, to the entire enterprise.