Problem: Succession Planning and Employee Retention
Solution: The Rosner Group created a best practices “Mentoring as a Retention Tool” program for three different types of organizations (a hospital, a not-for-profit, and a
corporation) that needed to grow their people as more and more baby-boomers were retiring and issues about retaining strong, younger employees were surfacing. As part of this project, a “Mentoring Tool Kit” was created. It serves as a reference manual – complete with forms to use from announcing to evaluating the program. A half-day training program was also developed to jump-start the program. In addition to helping with succession planning, the program has been successful in providing career development and an understanding of the organization’s culture for mentees, and in re-energizing and rewarding the mentors.
Problem: Low Morale
Solution: A telecommunications company was experiencing low employee morale. The Rosner Group conducted focus groups to get to the root of the problem - lack of communication between two senior managers. The findings indicated that executive coaching and team building were needed. With these interventions, both productivity and morale improved.
Problem: Retaining Young Workers
Solution: A large supermarket chain was concerned about the difficulty of managing, motivating, and retaining its young associates. The Rosner Group designed a training program to meet this need. As part of this project, a video titled "Generation Next at Work" was produced that captures the thoughts of young adults regarding work. This enabled management to bridge the age gap and better understand and relate to their younger employees.
Problem: Lack of Teamwork; Poor Supervisory Skills
Solution: The plant manager of a warehouse/distribution center was concerned about the ability of supervisors from different shifts to work together. He also saw a need for training to improve their supervisory skills. The Rosner Group designed training that resulted in greater teamwork and more productive shift-change meetings.
Problem: Family Business Issues
Solution: Two brothers working together in a family-owned business were having difficulty getting along when the economy was in a slump. The Rosner Group provided executive coaching and mediation services, effectively getting the two back to business concerns and away from personal issues. A more effective reporting structure was also implemented.
Problem: Board vs. Executive Director - Who's Responsible for What?
Solution: A not-for-profit board was struggling with determining its responsibilities vis-a-vis those of the executive director. The Rosner Group helped the board members to better understand their jobs and to build the board's confidence and strength through training, coaching, and facilitating.
Problem: Provide career development for aspiring managers
Solution: A large food corporation was concerned about developing employees so that they would be ready to move into management positions. To solve this problem, The Rosner Group facilitated focus groups with every department to determine challenge driven on-the-job development assignments to promote the career growth of employees.
Problem: Adopt a service culture throughout the organization
Solution: The Rosner Group worked with a hospital whose senior management saw a need to develop a customer service culture. To accomplish this, service standards were developed, every hospital employee attended a customized customer service training program, and an advocacy group was created to make certain that a high level of service was sustained. In addition, The Rosner Group trained internal trainers to deliver the program. The training eventually became part of the orientation process for all new employees and thus became embedded in the culture of the organization.
Problem: Increase patient satisfaction, improve through-put, and build collaboration between departments
Solution: The Rosner Group is currently working with a hospital Emergency Department that wants to increase its patient satisfaction scores, improve throughput, and build collaboration and teamwork in the department so that everyone is accountable to each other. To accomplish this, The Rosner Group designed and facilitated a two-day retreat with key decision makers and all members of the ED team. The result was a list of recommendations that are being tackled by an Operations Task Force that meets monthly. These recommendations are being implemented and improvements are being made. Follow-up sessions with the whole team will be held to mark progress and share feedback.