Talent Management Consulting

A prospective employee might ask, “What’s it like to be a member of this team?” A current employee might wonder, “How does my company think about my contributions and growth?” And a hiring manager might be looking for a compelling way to articulate the value of joining the organization, rather than a competitor’s.

Your Employee Value Proposition (EVP) should help address all these needs and questions. It should: 

• Articulate the experience you enable for employees
• Inspire employee loyalty and commitment
• Help you attract and retain top talent
• Distinguish your employee experience from that of your competitors

Our Methodology

We take a holistic approach to developing your EVP, moving it from concept through implementation and helping make it a fundamental part of your overall talent strategy.  

• We gather data through research, interviews, and focus groups across all levels of your organization. 
• We define and articulate the “why” around your organization: why the people you want, want you as an employer. 
• We connect your EVP to your purpose, vision, values, and culture. 
• We weave your value proposition through practices and programs that reflect you as an employer, and as the employer you aspire to be. 
• We utilize Visual Communications to bring your EVP to life with a brand that is relevant, real, and persuasive.  

Good talent is scarce, hiring is effort-intensive, and time to productivity is essential. When new hires aren’t successfully engaged, productivity and retention can suffer.

A strong, thoughtful approach to onboarding can have a lasting, positive impact for your employees and your organization. At its best, the onboarding experience can improve retention, strengthen culture, and reinforce to employees they’ve made the right decision in coming aboard.

Whether you’re entering a large-scale hiring cycle, pivoting to meet an evolving market, or adjusting your approach to meet the changing needs of your workforce — we can help you develop an onboarding experience that’s anchored in best practices and fit-for-purpose.

“A strategic and well-executed employee onboarding program can improve employee retention by 82%”

—Brandon Hall Group 

Our Approach

Evaluate Existing Onboarding Experience

We work with you to evaluate what is and isn’t working through focus groups, one-on-one interviews, and analysis — backed by benchmarked best practices and research.

Engage Key Audiences

We work across internal teams and collaborate with key stakeholders to promote clarity regarding everyone’s role in supporting successful onboarding.  

Develop Scalable Experiences 

Different employees have different needs. We develop globally relevant, consistent, scalable experiences for new hires, recent college graduates, new managers, functional teams, business units, and remote employees. 

Create Onboarding Tools

We develop and design audience-focused trainings, resources, toolkits, and other materials for your onboarding program. 

Clarify the Onboarding Journey

We develop easy-to-follow tools and materials to guide both managers and new employees through the first 30, 60, and 90+ days.

Measure and Improve

Continuous improvement is essential. We work with you to measure the effectiveness of your new onboarding program, collecting feedback and analyzing performance metrics to identify opportunities for refinement.

Business growth and advancement rely on the ongoing evolution of your peoples’ skillsets and abilities. Learning and development programs are common, but they are only impactful when people successfully engage with them. Effective professional development programs and experiences enable employees to deepen their understanding, expand their skills, and grow professionally.

Our learning and development program topics include: 

• High-Performing Teams
• Coaching and Feedback
• Complex Problem-Solving
• Communication
• Decision-Making and Delegation
• Sourcing and Supply Chain Academy
• Sales Academy
• Leadership Academy
• Navigating Change
• Stakeholder Engagement

BDO can help you design a learning curriculum that aligns with, and contributes to, your business strategy. Our guiding principles for effective learning include:

• Engaging, approachable content and language, with relatable examples
• Experiential: practical application and activities to aid retention
• Dynamic and visual: compelling graphics and visual representations of information
• Flexible delivery options: in classroom, live virtual training, on-demand e-learning, and reinforcement materials

Performance Management plays an essential role in evaluating, retaining, and promoting employees. But in many organizations, performance management is more focused on tools and compliance than creating opportunities for meaningful dialogue and enabling a high-performing culture.

We help you take a holistic approach to performance management by creating clear alignment between your business objectives, your culture, and your performance management philosophies and practices. 

At BDO, we work closely with business leaders, HR leaders, and cross-functional teams to assess, improve, and reimagine performance management, helping make it an active, thriving, dialogue-based practice that achieves better results for your organization.

In this work, we focus on the end-user experience — and how an effective performance management process can increase employee engagement, provide connection between employees and their managers, and accelerate your business.

With this lens, we engage with key stakeholders to evolve systems, tools, and processes — and, as needed, develop change management and training materials that support effective, meaningful performance conversations between managers and employees.

Our Approach

Evaluate Existing Programs

Assess current state and identify future-state goals and business implications.

Design Systems and Processes

Plan and design performance management systems, tools, and processes while driving alignment from key stakeholders. 

Communicate and Align

Develop change communications strategies and plans to support organizational readiness.

Enable Leaders and Managers

Provide leaders, managers, and employees the tools they need to understand and model the evolving approach to performance management.

Sustain Success

Embed changes across rewards and recognition programs, company culture, and practices — building the foundation for long-term success.

Dynamic business conditions — driven by shifts in markets, evolving competitive environments, technological advancement, or changes in your own business strategy — can require new leadership approaches and abilities.

Your leaders need to be ready to respond. We help you define the capabilities needed for your organization now and in the future. We work with HR leaders and the C-suite to develop leadership competencies that align your leaders on the essential skillsets needed in today’s uncertain, rapidly changing world.

Whether you are starting from scratch or evolving your existing competencies, we work to advance your leadership competency approach so that it is uniquely yours: tailored to your needs, fit to your culture and context, and immediately useful in driving impact and alignment with your leaders.

Our objective is to help you develop leaders who:

• Mobilize individual motivations to achieve collective business results
• Build and contribute to high-performing teams that generate mutual enduring value
• Model a growth mindset and cultivate it in others
• Accelerate innovation by unleashing potential and smart risk-taking
• Seek diverse points of view and cultivate inclusion and belonging
• Manage ambiguity, build agility, and anticipate change to future-ready the business