What We Do

We use the Rewarding Work Radar^TM (RWR) to work with you and others in the organisation to identify areas of biggest potential impact.

The RWR is based on international research and case studies of the 12 elements that are most able to influence the contribution of people towards and organisations success.

We create value for organisations and people in 4 main areas of focus.

Creating Alignment...

Between organisation and employee purpose, change and action.

1. Change Management – simple, effective, practical, and sustainable change management programs that achieve understanding, engagement and alignment with new structures, initiatives and systems. We help establish and manage open and transparent communication between all stakeholders.
2. Purpose and Engagement – we provide tools, resources and support for organisations and their people to identify and align towards their purpose and values. Our programs drive greater synergy between the business and individuals to achieve higher levels of effort, performance, and retention.
3. Policy and Procedures – we tailor up to date best practice and legally compliant policies, guidelines, and procedure to meet your business requirements and employee relations needs. We can review, update, changes and introduce new documents to meet new business practices and external needs. We ensure all stakeholders understand the necessary information and responsibilities.

Building Capabilities...

For individuals to improve performance in their current role and grow towards future opportunities.

1. Learning systems – define the learning and development outcomes/activities required to support organisation change such as process improvements, organisation restructures and ERP/other technology implementations.
2. Performance Management – enhance, improve, or replace performance management systems. Ensure all levels of employees understand and are motivated to achieve required outcomes. Improve feedback, collaboration and any required improvements constructively, Support salary/bonus review processes.
3. Workforce Development – help HR and managers define key competencies required for current/future job success. Capture individual competencies and report on gaps to generate recruitment, retention, and development strategies. Support succession/replacement plans, talent management and career planning programs.

Improving Connections...

Among leaders, employees and other contributors to increase collaboration and results.

1. Rewards and Recognition – create/improve reward processes that motivate individuals to perform at the best possible level and receive feedback and recognition on company, team and individual results.
2. Leadership and Culture – we help gather and communicate constructive feedback on leaders and support them in targeting development opportunities. We Create mentor/mentee programs (both within and across organisations) to support personal collaboration and growth. We have extensive experience in facilitating culture surveys, follow up action planning and positive communication/engagement strategies.
3. Communication and Collaboration – we increase the effectiveness of employee relations and intra/inter team dynamics. We improve the success of ongoing operations and new initiatives by creating communication and collaboration plans that increase participation and better job control and clarity.

Increasing Wellbeing...

To reduce risks and the physical and psychological capacity of individuals to contribute.

1. Psychosocial Risks – identify psychosocial risks in the workplace that may be inhibiting workplace effectiveness and/or potentially causing work-related stress or other psychological injuries. Create strategies, communication and collaboration plans to target and track improvements.
2. Workforce Structures – Support acquisitions, change or business growth. Review current versus future structures required taking into account business objectives and current (eg remote working) trends. Work with managers to prepare project/communication plans, procedural changes and risk management required to embed new roles, responsibilities, and work locations.
3. Physical/Mental Wellness – develop organisation specific health and wellness strategies. Ensure individuals are motivated to identify physical and psychological risks and have access to relevant solutions from internal and external resources. Manage implementation to optimise participation and minimise long term risks to individual health and business liabilities.