Gain the insights you need to support and retain your people through and beyond the transition back to the office
Understanding how your employees feel is crucial to planning a safe and successful return to the office
The Coronavirus (COVID-19) pandemic tremendously disrupted the way that we work. For more than a year, many employees were forced to work remotely while also balancing family responsibilities, childcare, and the challenges associated with working from home. As organizations begin to prepare for their return to the office, they are faced with real concerns about how to maintain engagement and retention through yet another challenging transition. Gaining insights into what employees are thinking, feeling, and concerned about is critical as this will help inform the plans, uncover issues that need to be addressed, and provide insights that will increase the effectiveness of defining and crafting the “new normal.”
Prompt, accurate feedback to help you prepare your return-to-work plan
CCI’s Workforce Pulse Check Survey is specifically designed to assess employee sentiment and understand how people feel about the company’s plans for returning to the office. The survey can be tailored to suit employees in different roles and situations, including those working from home and those working in the office.
CCI’s Workforce Pulse Check Survey allows leaders to:
- Gain insight into the experience of their employees
- Monitor employee experience and sentiment about returning to the office post-COVID
- Understand concerns and challenges as well as opportunities and successes
- Make informed decisions on the next steps the company should take
While every survey is customized to meet your needs, the questions are intended to address areas such as:
- Employee morale and well-being
- Communication and awareness
- Business continuity
Our expert team will aggregate the quantitative feedback and the theme analysis on qualitative feedback to identify strengths and areas of potential concern. You’ll receive a full report with insights into the degree to which issues and concerns vary across the organization.
The Business Impact of Effective Executive Coaching
- 96% Satisfaction rate among leaders receiving coaching
- 94% Felt better equipped to be a leader as a result of coaching
- 97% Were able to build rapport, trust, and a good working relationship with their coach
(Aggregate survey feedback from participants of CCI Consulting’s Executive Coaching, 2000 – 2019)
96% Satisfaction rate among leaders receiving coaching
94% Felt better equipped to be a leader as a result of coaching
97% Were able to build rapport, trust, and relationship with their coach
Let Us Help You Support Your People
In times of change, it’s important to let employees know their voice is being heard. We can set you up quickly to get valuable insight into your employees’ thoughts and concerns about returning to the office post-COVID and help you create a return-to-work plan that accommodates everyone. Contact us today to get started!
A world class technology services organization was experiencing a leadership restructure in the Information Technology Group and had a critical need for combined talent management services. They retained CCI Consulting to conduct an executive search to identify and secure a progressive Information Technology Leader as well as provide Career Transition support to their outgoing IT leader. Within our client’s structure, the IT leader plays an instrumental role in optimizing the partnership of the IT Organization with the business. The client was seeking a dynamic and proven industry professional who would lead the planning and implementation of enterprise information systems, aligning and exploiting technology for the advantage of the organization to lead the digital age. The role needed a visionary who was grounded in state-of-the-art technology; a leader committed to collaborative relationships; a business partner who was passionate about creating pragmatic solutions; and a mentor and coach who inspires others to continually improve, create, and innovate.
After conducting a thorough intake session with the client that identified the experience, competencies, motivation, and cultural fit necessary for success, CCI mapped out a national search strategy. Our research initiative “mapped the market,” identifying companies of similar industry and complexity and individuals whose backgrounds closely aligned with the client’s specification. A comprehensive outreach campaign followed, which included marketing and networking the opportunity to engage the right candidates. We provided compelling information about the company and opportunity along with career management guidance. Seriously interested candidates were then carefully assessed against all factors for success to assure they met or exceeded our client’s need.
Through a collaborative partnership with our client and our internal team’s focused efforts, CCI successfully completed the search within the client’s aggressive hiring timeline. Within a six-week period, the initial slate of candidates was fully vetted and introduced to the client. The hired candidate was a candidate in this initial group. After successfully securing their IT leader, CCI was retained to attract and secure three additional leaders, (VP, Marketing; VP, Commercial Business; and VP, Litigation and Employment Law), all of which had successful outcomes.
A dynamic and growing private equity-owned, multi-site health services organization needed to identify the successor for a highly regarded, long-term member of the leadership team. Within their shared leadership culture, they needed a true strategic business partner to take a sophisticated approach to building organization leadership. The Chief Human Resources Officer needed to be capable of developing technical expertise in key areas of human resources; advancing HR programs and objectives that maximize the investment in employees; and aligning HR initiatives with the organization’s financial and operational goals. The role required a proven, insightful, collaborative, and empathic human resources leader committed to developing a high-performing and engaged workforce amongst the client’s nearly one thousand employees. The incumbent CHRO had provided a firm retirement date and our work needed to align with that established timeline.
CCI partnered with the senior leadership team to gain consensus on the targeted candidate profile, which included having either “first-chair” HR experience; or “second-chair” experience if they operated autonomously. While the client would have considered a promising, high-potential candidate, the challenges of the role required a proven leader who could step right in. Through a collaborative approach, it was agreed that the search would not only focus on the healthcare services sector but also other industry experience we felt was transferrable. We conducted a national search with primarily a local or regional focus. Candidates with a broad range of experience were identified and contacted. Through a comprehensive assessment process, we narrowed the candidate pool to not only the most qualified but also the most likely to thrive and succeed in the role and environment.
A shortlist of candidates was submitted within the anticipated six-week timeline and candidates moved through to final interviews. At the conclusion, there were reservations about candidate style and alignment with the private equity leadership team and additional candidates were desired. We proficiently delivered another full slate of candidates for consideration. Six were interviewed and two finalists emerged, making a tough decision for the client. The selected candidate accepted the offer which we had pre-closed. The start date was more than a month before the retirement date of the incumbent and a smooth transition of HR leadership occurred. The client was very pleased with both the outcome and the collaborative partnership we provided. The hired candidate provided 20 years of experience in varied industries, including the healthcare, hospitality, and services sectors, and had successful experience in entrepreneurial settings, which fit well with the private equity leadership team and organizational direction.