Meet us at the SEA Presidential Rank Awards Summit - 12/13/18 at the Mayflower Hotel.
Pivotal leverages leading practices and the latest academic research to tailor our consulting engagement approaches to address important and client-specific contextual distinctions, such as organizational mission, culture, and strategic leadership focus. We use a positive focus to address root cause challenges that interfere with or undermine performance excellence. We also use our portfolio of tools (e.g., surveys, focus groups) and evaluation techniques to develop best-fit solutions, based on sound management and organizational design and development principles and leading practices.
The hallmark of our service model is developing an intentional, flexible, and responsive engagement with clear performance outcomes. The engagement is supported by a mix of quantitative and qualitative investigative techniques consistent with public and private sector leading practices.
When beginning an evaluation, program managers and leaders will often want the answer to two questions: "Does the program work?" and "How can the program be improved?" We work with you to answer many equally important questions:
Our systematic process includes:
Do your employees and managers dread the performance management process? Do they feel as though it’s a huge time and energy drain?
We specialize in taking performance management to the next level – both from a process perspective and an experience perspective. Our team of skilled professionals can support every aspect of the performance management process – from goal-setting to performance evaluation.
Our approach is holistic to ensure the performance management process is integrated and aligned to the employees’ and organization’s needs. Our writing services help reduce administrative burden and our coaching and consulting support help employees feel more positively about and be more actively engaged the performance management process.
Climate Surveys provide a picture of your organization's needs. These surveys can be used to solicit employee opinions on a variety of issues, such as the organization's success in communicating its mission to employees or local issues, such as quality of the work environment.
The results of this type of feedback provide an understanding of employees' perceptions about the organization along different dimensions. This feedback:
We can help you make better use of an existing climate survey (such as FEVS) and create new surveys (including Pulse Surveys that augment your existing survey). Available services include:
We would love to work with you and your team on enhancing your organization's climate.
A central pillar in the strategic management of human capital is the alignment of human capital strategies with mission, goals, and objectives through analysis, planning, investment, and management of human capital programs.
We will work with you to establish or refine: