Hello for Small and Medium Businesses
Some SMBs are just starting to build their HR infrastructure. Hiring up to this point has been a bit of a mixed bag, and a lot can vary from one team or department to another. Interviews, performance reviews, promotions, even raises—managers are doing their best, but aren’t all on the same page.
More established SMBs have mostly figured out what works for them, but there’s always room for improvement. They may have a great HR generalist on board, but there’s no substitute for bringing in an expert.
Become a destination for talent
Inconsistent hiring—between departments, or even between managers—leaves the door open to bias and inconsistent results. If you want the best to look at your company and say “this is a winning team, count me in!” then you need a unified strategy for posting, interviewing, and onboarding for open roles. Furthermore, you need a people-first strategy that has them singing your praises in the form of top-tier employee referrals.
Prioritize retention
When you’re attracting and hiring top talent, the bar to keep them is understandably higher. And while some perks or high compensation may help, people also want to learn new skills and advance their careers. You need a long-term strategy in place to help them grow in-role, through promotions, or with learning. This requires planning and infrastructure, and leaders with the right tools to develop their reports.
Engage & grow your people
We hear “open and honest” a lot, but that’s only part of it. Putting someone on blast—no matter how open and honest!—isn’t feedback: it’s a surefire way to set a relationship ablaze. What teams really want is a healthy culture of feedback that is honest, but also has a positive impact on the listener, the company, and team relationships. This is the foundation for a team that will help one another reach the next level.
Culture & Foundations Services
VALUES COME FIRST
Most SMBs have their values well-defined, but it’s worth revisiting them as the business evolves. For example, a startup may value scrappiness, but that shifts to an emphasis on consistency once they’re more established.
We’ll help you refresh—or affirm!—your values, and communicate them in a way that your team will remember—and actually use.
SURVEYS & ACTION PLANS
Sending a survey is easy, but knowing what to do with the responses isn’t always clear. And if you make a change but no one knows…where’s the gain?
We’ll help you run surveys that convert into meaningful action, and message them strategically.
BUILD YOUR CULTURE OF FEEDBACK
Giving and receiving open, honest, and constructive feedback is a skill that we all need to learn. Expecting people—especially first-time managers—to be naturally good at this is a big ask.
We’ll help you create a culture where feedback is expected, valued, and serves to strengthen team relationships.
Talent Cycle Services
JOB POSTING, INTERVIEWING & HIRING
The people experience goes way beyond office perks and occasional swag. You need to stand out, but also validate your hires before extending the offer.
We’ll help you attract the best candidates, and hire the right people for the right seats.
ONBOARDING PLANS
Startups life usually means you get a laptop and some swag, and maybe lunch on your first day. We’ll help you ramp them up faster, with clear and consistent expectations. Your new hires will feel supported, successful, and in love with their new role.
PEOPLE-FIRST PERFORMANCE REVIEWS
Gone are the days of checklists and 1-10 or star ratings. Your people deserve more than that! Besides, it’s not just about what they’ve contributed; putting the person first means looking at what they’re learning and how they represent company values.
We’ll help you build a 360° feedback system centred on your values and driving career development—which teams love! You’ll also gain retention from synergy across your hiring and career pathing strategies.
CAREER PATHING AND SUCCESSION PLANNING
As we help you standardize your hiring, role descriptions, and performance reviews, the pieces really come together. Your team will have clear expectations about what it takes to be in a given role, and how to get there.
We’ll help your leaders build a cohesive strategy for this critical flow, including how to maximize internal promotions.
ONE ON ONE COACHING
We all need support sometimes. It could be new skills for a new role, unfamiliar challenges, underperformance, or even an interpersonal situation.
Whatever the case, we’ve got your back.
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