A performance review process employees didn't trust — feedback felt subjective, inconsistent between managers, and disconnected from what advancement actually required. Low buy-in was quietly undermining the whole performance management system.

Started with focus groups and 1:1 interviews across the employee base to understand exactly where trust was breaking down and what "fair" would actually look like to the people living inside the process. From there, rebuilt the review framework from the ground up — layering a KPI system (quantitative) on top of a competency framework (qualitative), and translating both into realistic job previews so expectations were clear before a review ever happened.

A fully updated, documented review process combining quantitative and qualitative feedback — measurably more objective, and directly funneling into advancement decisions and performance improvement plans. Employees could finally see how a review connected to what happened next.

Scoped as project-based work — typically $3,500–$6,500 depending on org size, covering focus groups, framework design, documentation, and manager rollout training. Every engagement is scoped to the organization before a final quote.

Leadership knew people were at risk of leaving but had no reliable way to see it coming — or to know which intervention would actually move the needle before someone was already out the door.

Ran structured stay interviews across the team to collect consistent, comparable data on what was actually driving people's decisions to stay or consider leaving. That data became the seed of a scoring methodology — modeling which types of intervention (compensation, manager relationship, workload, growth path) correlated most strongly with people staying.

Validated that structured stay interviews could reliably predict retention risk and point to the highest-impact intervention — the direct origin of what's now offered as The Stability Index. What started as a one-off project became a standing part of HR On Call.

This one's no longer custom-quoted — it's a standing offering. The Stability Index runs +$125/mo as an HR On Call add-on, or $250/mo standalone. See full pricing →

An organization was stuck on a communication breakdown between leadership and direct reports. Results weren't landing, and both sides were quietly souring on each other — supervisors growing resentful that things weren't improving, employees frustrated that expectations felt like a moving target. Nobody had named what was actually happening between them.

Started by meeting with leadership to understand what they were experiencing, then designed a two-day workshop: day one for the leaders, day two for their teams. Each session used a series of exercises built to surface each side's point of view and align it with what the other side actually needed from them — followed by embedded check-ins and action items to keep the work going after the room emptied out.

The root cause turned out to be simpler than either side assumed: supervisors thought they were being clear, employees thought they understood, and no one was checking for understanding or naming it when they weren't. When results didn't materialize, supervisors read it as an effort problem — which landed as an insult to employees who felt they'd been trying the whole time. Once that gap was named and closed, behavior changed on both sides and supervisor clarity improved outcomes 5x.

Scoped as a two-day workshop engagement — priced based on org size, team count, and follow-up cadence. Every engagement is scoped to the organization before a final quote.