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Performance Vector Inclusive
8 to 16 weeks sprint

Nearly 90% of stock market capitalization in the United State, and possibly in other nations too, is now in “intangible assets”—intellectual property, services, software, and other human-powered creations. No matter what sector you’re in, people are your number one asset. The difference between your company and your competitors is the engagement, experience, skills, and service level of your people. 

Performance Vector Inclusive - for growing technology companies that want to distinguish themselves to attract, engage and retain diverse top talent at all levels in order to optimise business performance. 

Performance Vector Inclusive - for investors who want to include 'People and Culture' as a part of the advisory services for their portfolio companies and leverage the investment on the human capital, which can be approximately 70% of the operating costs of a software company

1. Culture DNA - the essence of your organisation 

Culture is the backbone of any organisation as it creates a shared view of what makes your company unique and the underlying why. In other words, your culture provides a “story” that captures the hearts and minds of your employees, so they live and breathe your values and practices that reinforce the narrative or in other words your ‘brand.’ It is your Vision, Values and Purpose and also the birthplace of organisational diversity and inclusion. .

2. Employer Value Proposition (EVP) - your ‘Employer Calling Card’ 

EVP is the combination of qualities that makes you unique as an employer and appeal to potential employees. This is how you attract and keep the RIGHT talent. According to Gartner, a well-crafted EVP would enable your organisation to achieve a 50% deeper reach into the candidate market. We research how you’re really perceived by your past, present, and potential employees in developing your four to six bespoke EVP pillars. 

3. Employer Branding - distinguish yourself to attract the RIGHT talent 

Employer branding is the WHY someone wants to work and stay at your company – your reputation online and offline. It’s what makes a company an employer of choice. We’ll create a comprehensive marketing strategy to help you showcase your company’s culture and what makes you different from other employers to attract the diverse pool of applicants you need to succeed. We’ll upgrade your About Pages and Careers Pages, and also help you prepare briefs for recruiters and job adverts that resonate with prospective employees from diverse backgrounds.

4. Hiring Practices Review - ensure appropriate filters and processes to ACQUIRE the RIGHT talent

Hiring the wrong talent, especially early on, for your organization is expensive, costly to your work environment, and time-consuming. The right talent not only enhances your culture but also pays you back many times over in productivity and morale. We review your existing hiring practices, make specific recommendations to implement and prepare job adverts that resonate with prospective employees.

5. On-boarding - integrate talent rapidly and reduce early stage attrition 

Once you’ve found the perfect recruit, you need to make sure you have a simple yet effective on-boarding process to quickly get your recruit up-to-speed and integrate them into your organisation as soon as possible. Organisations with a high quality standardised on-boarding process experience 62% greater new hire productivity, along with 50% greater new hire retention.

Bolt-On or Mix and Match

Founder Coaching - 
The Founders are the most critical asset of an organization. One-to-One coaching can have a dramatic positive effect
on business results. Being on the executive coaching panel of the NASDAQ Entrepreneurial Center (San Francisco),
we have experience working one-to-one with founders.

Performance Accelerator 

1. Performance Conversations - maintain high team morale

Understanding the conversations you should have with your employees is not always as easy as it seems. Addressing these important and sometimes challenging subjects could make a big difference to team morale and in-turn performance. Our performance conversations guide helps you navigate these tricky waters with advice on topics to cover for a meaningful conversation and how to do so. 

2. Performance Management - 

Effective performance management is essential to businesses. Through both formal and informal processes, it helps them align their employees, resources, and systems to meet their strategic objectives. It works as a dashboard too, providing an early warning of potential problems and allowing managers to know when they must make adjustments to keep a business on track.

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