Culture affects business performance. Maybe it’s poor product quality, recent ethics violations, or unwanted and costly turnover. Whatever an organization’s culture tolerates as the “status quo” will become the experience of your employees and customers.  Ensuring culture is aligned to a common strategic direction, is guided by the right values, and attracts the best talent is key to high performance and profitability in the long-term.

A culture survey

• Explores strengths and weaknesses of your current culture
• Designs the ideal future state culture
• Defines actions to take that achieve the highest performing culture

Human Capital Next provides a validated, benchmarked survey tool and facilitates the survey process and an interactive session to discover how to convert survey findings into action, ensuring your organization is equipped with the data you need to make key decisions about how to transform culture.

Gallup research tells us that higher employee engagement leads to better customer ratings, increases in profitability, higher earnings per share, and greater productivity. But it’s not enough just to know if your employees are or are not engaged. It is equally – if not more- important to know what matters to employees so organizations will know if the actions they take toward improving  employee engagement really will have an impact on business.

Human Capital Next’s Engagement Next Survey tool does just that.

• View results by a number of demographics: division, department, location, or manager.
• Pinpoint trouble spots quickly through heat mapping.
• Focus on what really matters to employees and your business by using statistically based, validated, and benchmarked data.

We work with organizations from start to finish on the survey and can provide additional facilitation with leadership teams as you implement results throughout the organization.

Gaging the effectiveness of the Human Resources function is key since how well it performs, what it does versus does not do, and how it is perceived by employees, affects the entire organizational system.

Human Capital Next’s HR Effectiveness Assessment will help organizational leadership and the HR team understand:

• How well the HR function is performing across key functional areas including compliance, recruitment and selection, compensation and benefits, and employee engagement and performance.
• Service gaps that impact the function’s reliability, consistency, quality, credibility, and execution.
• Perceptions of HR through the eyes of key internal stakeholders compared to HR’s perceptions of its own capabilities.

We work with leadership teams and HR through a four-step process (review, survey, interview, and report) to recommend actions HR can take to bolster its effectiveness and align its services to business needs.

Strong relationships between employees and organizations are required for high productivity to be possible. Despite the need for relationships to be strong, there may be times when challenges arise between employees and management. That’s where we can help.

Human Capital Next has well over a decade of experience in helping organizations resolve conflicts and disagreements at work, experience when put to use can minimize overall risk and promote a healthy environment that’s more “open door.” And when conflicts are resolved proactively inside the organization, they are less likely to be resolved through formal external channels.

Our services include:

• Employment investigations
• Leading employee disciplinary processes
• Coordinating reductions in force and separations
• Conflict resolution and mediation facilitation
• EEOC mediation and position statement creation

Gathering everyone for training is an expensive and time-consuming process. That’s why Human Capital Next believes that all training should be succinct, incorporate scenarios that are true to your organization, and be immediately applied at work.

We design and facilitate customized training and workshops focused on a variety of topics such as

• Coaching and providing feedback
• Effective performance management
• Meeting facilitation tips and strategies
• Four step innovation process
• Employment law compliance for employees and managers
• Workforce generations
• Leadership assessments such as the MBTI® Instrument and FourSight®Thinking Profile

Our process is collaborative. We partner with you to identify the learning objectives for the skills and knowledge that should be acquired, and then create training materials with interesting, real-life scenarios.

We provide additional train-the-trainer modules in case you’d like to facilitate the training internally.

Some jobs are simply too critical to be left vacant or to be filled by just anybody. Succession planning is a way to ensure that every organization is developing and retaining top talent so that when someone leaves or a need arises, talent is ready to fill the gap.

Human Capital Next’s Succeeding Next process will help you identify which positions require a talent pipeline the most, map talent to high potential and high performance factors so you will know who is ready to lead and when, and create a plan for developing and acquiring the best talent.

We can also provide additional learning and development solutions to “skill up” the organization based on the succession plan targets.

It’s true the annual performance review is dead. In its place continuous performance feedback has arisen. This kind of feedback enables organizations to quickly recognize high performance and spot troubling performance that may require course correction or even disciplinary action.

A successful redesign features a process centered on regular feedback so that managers have a clear line of sight into performance at all times.

Human Capital Next has designed new performance management processes that helped organizations move from the traditional, annual review to one that

• Promotes regular, ongoing feedback
• Features comprehensive tips and strategies for both employees and managers on getting the most from their conversations
• Includes training for employees on the new process to ensure its successful adoption
• Can be designed with or without a performance rating
• Can be linked or not linked to the merit process

We can also provide additional guidance for organizations looking to invest in technology to facilitate the performance feedback, including online tools and apps.