INTEGRATIVE POWER

4X Increase to Organization Performance & Value

Since aligning and integrating HR & OD frameworks is globally proven to deliver a power-filled return on investment, why wouldn’t you? What momentum, opportunities, and gains toward sustainability would it create for your organization?

Why should business and HR leaders want to implement integrated and aligned systems in HR?

“Striking and Compelling” Research

When David Ulrich, PhD and Wayne Brockbank, PhD completed and published their 2017 global, triannual research results with 32,000 participants across 1,200 organizations, they discovered “striking and compelling” evidence.

step 1

Our team has been integrating and aligning HR & OD frameworks since 1995.

  • “When HR departments function as integrated organizations, they have approximately four times the impact on business performance.1
  • The value that HR organizations create for line managers is four times greater than that of HR individuals.”1
  • HR’s impact on the value created for investors and owners is well over three times the impact of siloed HR talent.1
  • Through highly effective leadership and HR, high employee engagement creates over twice customer loyalty.2
  • Aligned and integrated HR has approximately twice the impact of individual talent on the communities and regulators.1

1. Victory Through Organization by Ulrich, Kryscynski, Ulrich, Brockbank. McGraw-Hill 2017. Note: Globally, David Ulrich, Ph.D. is renowned as the Father of Modern HR.
2. Aberdeen Group, 2017.

The HRC services Venn Diagram

Clear Lines of Sight Make a World of Difference.

line of sight diagram

Peter Senge, renowned for systems thinking and Learning Organizations, identified 2 “archetypes” that impair organizational success.

  • Limits to Growth. Remove factors (structures, behaviors) limiting growth
  • Shifting the Burden. Find the underlying issue(s) causing the symptoms.  Refrain from symptomatic solutions.3
step 2

To build an organization’s (and HR’s) performance and value… Take the obstacles out of performance and make it easier for employees to:

  • Grasp and trust the intent of leaders and managers;
  • Understand how they can contribute to the achievement of strategic goals and desired culture;
  • Perform to their greatest level;
  • Enjoy and take pride in their work; and
  • Feel successful, recognized, and rewarded for meaningful contributions.

3. Paraphrased from The Fifth Discipline, The Art & Practice of the Learning Organization by Peter M. Senge. Doubleday, 1990.

woman jumping over gears

While HR & OD frameworks may be aligned to strategy and culture, rarely are they aligned and integrated with each other. This is the work that delivers the 4X performance and value.

We’ve also used this methodology to significantly and successfully shift an organization’s culture to be able to accomplish a major 5-yr growth strategy… in less than 5 years when best practices take 10 or more years.

Elevate Performance & Value

With our extensive experience in assessing and implementing integrated systems in HR & OD, here’s what we typically find

step 3
HR Findings Table

And, in August 2015, published research4 by Aberdeen Group proved a 233% increase in Customer Loyalty (customer retention, expansion, and referral) from effective Employee Engagement efforts.  Their data pointed to striking results in examination of organizations with formalized employee engagement efforts to provide employees with the right knowledge, technical tools, clarified goals and performance expectations, financial and non-financial incentives for goal accomplishment, clear career development pathing to advance their careers, and effective organizational communication (versus organizations that did not):

  • 64% increase in annual employee engagement;
  • 26% greater year-over-year increase in annual revenue;
  • 287% annual improvement in average sales cycle;
  • 333% greater annual customer win-back rate; and
  • 520% annual improvement in first contact resolution.

These ‘Best-in-Class’ organizations with formal employee engagement programs (over those which did not):

  • Regularly utilized employee engagement surveys by 14%;
  • More frequently utilized performance management systems by 26%;
  • Are 201% more likely to use customer feedback to develop and retain talent; and
  • Were 537% more focused on correlating employee engagement with voice of customer (VoC) data
  • Effectively aligned goals and performance with employee rewards to escalate customer loyalty by 233%.

4. Employee Engagement: Paving the Way to Happy Customers, Aberdeen Group, August, 2015.

Wouldn’t a 4X improvement to your organization’s performance and value be worth the effort?

In today’s labor market, speed and complexity of change, and pressure for individuals and organizations to perform at higher levels… leaders and HR must make it easier for people in their organizations to create wins. Aligned and integrated HR systems enable that to happen. Let us show you how.

Contact Us