Dear Workforce: Our company is undertaking a major reorganization exercise that will change the job responsibilities of most employees. No layoffs are planned, but some people may be rotated and tried in different positions. As a precursor, and to overcome resistance, I want to give employees a presentation on change management. How do I address employees' concerns? How do I identify the various aspects I ought to cover? —Upheaval, manufacturing, Karachi, Pakistan Dear Upheav

Dear Workforce: We want to move from a paternalistic culture toward a more performance-oriented one. Over the years we have laid the groundwork for forced ranking in our performance management system. How do we now launch it successfully? --Stymied human resources director, finance, Ratmalana, Sri Lanka Dear Stymied: Changing a paternalistic culture to one that values and rewards performance can be challenging, but you can do it if you put the basics in place. Focus on expect

Challenge: Link Performance Management System to Business Objectives A privately held manufacturer of audio electronics for professional and commercial applications needed a competency-based performance management system that would connect strongly with the company’s business objectives. Solution: Back-to-Basics Goal-Setting & Performance Management Process The Chatfield Group teamed with the company’s HR staff to develop a “back-to-basics” goal-setting and performance manage

Challenge: Eliminate High Employee Turnover A mid-sized technology company experiencing high turnover among its employees needed to address its turnover issues. Solution: Use Focus Groups to Identify Reasons for High Turnover and Generate Ideas for Improvement To determine the root causes for the company’s high turnover, The Chatfield Group conducted a series of focus groups at the firm’s primary operating facilities. The lack of a clear chain of command and poor communicatio

Challenge: Retain Key Talent while Building Bench Strength Historically, turnover was largely a non-issue for the regional branch of a prestigious federal agency employing nearly 500 scientists, engineers, economists and other highly skilled professionals. Today, however, the agency faces major talent shortages due to an aging workforce. Solution: Develop Customized HR Planning Process to Address Recruitment & Retention To address the prospect of significant staff shortages i

Challenge: Provide Communications & Training to Ensure Success of New Performance Management Software To create a high-performance culture, a major utility was seeking to 1) improve its ability to prioritize and manage goals, 2) strengthen the alignment between individual, departmental, business-unit and corporate goals, and 3) enhance its performance management process. To address these objectives, the company was turning to integrated performance management software and nee

Challenge: Strengthen Performance Management Across Business Units A Fortune 100 packaging company serving industrial and consumer markets needed to address performance management issues following the merger of several packaging units. Solution: Training Workshops Focusing on Performance Review Process & Communications Skills The Chatfield Group developed and facilitated management training workshops at multiple U.S. locations of the packaging company, focusing on performance

Challenge: Improve Retention and Strengthen Brand A top-tier accounting & consulting firm needed to gather data on a wide range of employee perceptions as part of an organization-wide effort to change the firm’s culture. Solution: Design Surveys for Employee & Alumni Groups To facilitate culture change, The Chatfield Group designed an all-employee survey to gather data on a wide range of employee perceptions. The project included survey design, administration, feedback report

Challenge: Measure Impact of Change Management Programs A rapidly growing health services provider wanted to assess the impact of its efforts to change its culture. Solution: Multi-Year Culture Assessment Project The Chatfield Group facilitated a series of programs to change the company’s culture. Employees participated in the design of these programs which generated buy-in and boosted employee morale. Each year, we conducted a culture survey and surpassed measures for succes

Challenge: Create Process to Integrate Diverse Cultures of Acquired Businesses A $200-million holding company needed a performance management process to integrate the divergent cultures and business strategies of three recently acquired businesses. Solution: Establish Common Platform for Goal-Setting & Performance Management Working closely with senior management of the corporation and its acquired businesses, The Chatfield Group developed a customized goal-setting and perfor

Challenge: Realign Compensation Structure Following Major Acquisition A Fortune 500 durable-goods manufacturer had just acquired another global company and needed to align the executive compensation structures of the two companies. The acquiring company was centralized while the acquired company had numerous decentralized businesses across the globe. Solution: Conduct Global Compensation Review to Lay Groundwork for Change Company management asked The Chatfield Group to devel

Challenge: Strengthen a Best Place to Work A top-ranked employer in a major metro area wanted to know what it could do to enhance its already strong corporate culture. Solution: Conduct Employee Focus Group to Identify Areas for Improvement To determine how best to fine-tune an already strong culture, The Chatfield Group conducted a series of employee focus groups to pinpoint areas of opportunity. Feedback from these focus groups suggested the need to strengthen communication

Challenge: Reinvigorate Corporate Sales A large multinational corporation was struggling to adapt its 75-year-old sales process to changing market conditions. Sales were stagnant, largely due to difficulty attracting new customers. Solution: Rigorous Sales Certification Program To reinvigorate its sales department, the company needed to make a seismic shift in its approach to sales. To facilitate this needed change, the Chatfield Group developed a new, customer-centric approa