Inevitabl assessive: Change management diagnostic

Helping Your Organization Thrive In Change Management By Improving Employee Engagement To Hit Sales Goals & Reduce Turnover Costs.

Inevitabl Assessive is your building block to lasting change. It's fundamental to our work with clients.

Often companies don't have a change plan. They're reactive, rather than proactive. Projects are forced, dictated, and left to hope. That "strategy" finds resistance every time. When it's time to introduce more change, you're back at square one. Often, you're too close to daily operations to see what must be adjusted.

Inevitabl Assessive helps you address these issues with a focus on the change management process. We help you dissect your state of preparedness, planning, communication, and strategy beginning with employee engagement to identify strengths and weaknesses that are helping and hurting your cause, and influencing your company's operations, revenue, and sustainability.

Through our proven process of assessment and recommendation, you'll be able to reform, enhance, or establish the items you need for your change process to become an enduring competitive advantage.

I'm looking forward to learning more about your business and how we can help you improve employee engagement to hit sales goals, reduce turnover costs, and influence lasting change in your organization.

In health,
Boh

David Bohmiller

David Bohmiller, MBA, MS (he/him/his)
Founder, CEO and Consulting Executive
Inevitabl LLC
➡ī¸ LinkedIn

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Did You Know?


Organizational change efforts fail approximately 70% of the time. We get you to the elusive 30%.

Why Change Fails.

You've probably asked yourself why it's so difficult to implement change in your company. You've come up with a great idea, and when it's introduced, it isn't met with the enthusiasm you expected from your employees. Often, the issue isn't the idea or the vision; there's a deeper, root cause that must be explored.

Your Best Starting Point Is In Understanding Employee Engagement.

Baker (2014) as cited in Rastogi et al. (2018) suggests that companies in the United States lose $450 to $550 billion annually to poor performance resulting from disengagement.

disengaged employeeFinding the root causes of employee disengagement is key to making change.

Harter et al. (2002) as cited in Mbhele & de Beer (2021) describe employee engagement as occurring when employees:

  • Have a clear understanding of job expectations.
  • Feel as though their work matters to the organization.
  • Sense that they belong as part of the community.
  • Believe opportunity exists to grow with the company.

You can spend all day on strategy and communication, but if you haven't addressed these areas, then you'll be stuck in a cycle of applying band-aids instead of implementing sustainable solutions.

Introducing Inevitabl Assessive.

The Inevitabl Assessive audit helps you to quantify you starting point through collecting, organizing, and reflecting on data from employee engagement surveys and leadership self-evaluations.

As you go through the process, you're likely to find some strengths. It isn't all bad all of the time. You can build off of this as change becomes part of your organization's identity.

In the areas where it's found that improvement is needed, you'll have a clear picture of the whys.

  • Why particular groups of employees are leaving.
  • Why employees feel that career growth is stunted.
  • Why leaders and employees feel differently about "what's working."

The Benefits Of Inevitabl Assessive.


Once you comprehend the whys, you'll be more confident in attending to the hows.

You'll have clarity on how to:

  • Identify and build on organizational strengths.
  • Organize areas needing improvement.
  • Isolate and mitigate change process risks.
  • Involve appropriate stakeholders.
  • Prioritize key initiatives.
  • Develop a change process improvement roadmap.
  • Implement best practices.
  • Accelerate organizational knowledge-building.

👉 Schedule Your Free Consultation. 📧

Why This Matters.

Employee engagement isn't just a nice-to-have in organizational culture. It's a must have. Without attention to it, your organization runs the risk of losing its greatest assets -- its people -- including key executives.

employee overwork"The more I want to get something done, the less I call it work." ~ Richard Bach

Here's the pattern:

  • Disengaged employees look for other work.
  • They find new jobs and place their resignations.
  • You lose their knowledge, specialty, familiarity with people, company, and systems.
  • Other employees pick up the slack, causing overwork, overtime, and decreasing the quality of output.
  • Your recruiting expenses rise.
  • Finances and people are dedicated to training new and existing employees.
  • Organizational culture remains the same or gets progressively worse.
  • The cycle continues.

All that's without considering the disengaged employees who stay, encouraging discontent, harming productivity, and making things worse.

Here's The Math.

The most simple math puts the cost of turnover for a single employee at 1/3 of their annual salary. The U.S. Bureau of Labor Statistics (2021) showed the average salary in the United States as $58,260.

business financial impactYou can address the costs of employee turnover.

With turnover of 100 employees in a year, the cost to your business would be $1,942,000.

Other estimates place the total costs at 1.5x - 2.5x an employee's annual salary (Bersin, 2013; Dube et al., 2010; Brezinski, 2014; as cited in Al-Suraihi et al., 2021).

With this, in the same company, losing 100 employees in a year could cost the business $14,565,000.

Here's The Value.

While those figures can present a significant mountain to climb, there's reason you can be optimistic.

return on investment"An investment in knowledge pays the best interest." ~ Benjamin Franklin

In the simple math example above:

  • A 15% reduction in employee turnover means your business could save $291,300.

In the second example:

  • A 15% reduction in employee turnover means your business could save $2,184,750.

Whether your company loses 10 employees in a year, 100 employees, or 1,000+ annually, the value in addressing disengagement and turnover is significant, and all before turning attention to improving change management processes.

🚨 More Importantly.

It's great to be able to save your company money and to impact financial statements. But, that's probably not why you do what you do.

organizational cultureEngaged employees drive organizational culture to new heights.

The real value in understanding and impacting employee engagement is that you and your team will be able to do more of what you love ❤ī¸ and more of what you're great at. You'll be able to better serve your customers, and truly live your mission, and your why.

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Break This Cycle.


High Employee Disengagement.
âŦ‡ī¸
High Employee Turnover.
âŦ‡ī¸
Increased Cost Of Replacement.
âŦ‡ī¸
Increased Resistance To Change.
âŦ‡ī¸
☚ī¸


👉 Schedule Your Free Consultation. 📧

Here's Our Five Step Process.

1ī¸âƒŖ A Discovery Call. ☎ī¸

We begin with a phone or video conference to determine your starting point and change project objectives, understand your path to today, discover if we can help, and see that we're a good fit for each other.

Should we decide to move forward together, we'll prepare an invoice for payment, and will plan a project timeline. If it's not a good fit, there's no hard feelings. We'll have appreciated your consideration, and will look forward to remaining connected.

2ī¸âƒŖ Employee Engagement Survey.

To understand employee engagement, we'll work with you to share our survey with your workforce.

employee survey
engagement survey
employee engagement survey

In CSV file format, we'll enter the email addresses of your employees into our software for convenient delivery of our survey. We value your employees' privacy and so this contact information is used solely for distribution of the survey, and is never used outside of this purpose.

What We Measure.

The 5 main sections of our employee engagement survey relate to the areas of demographics, team member roles, teamwork, leadership, and organizational perception. Here are a few examples from a sample survey we'd conducted.

Demographic.

demographic information

Role.

role information

Teamwork.

teamwork information

Leadership.

leadership information

Organization.

organization information

3ī¸âƒŖ Leadership Self-Evaluation.

To complement the survey data, allowing leaders throughout the company to reflect on their goals, successes, and desires for improvement through self-evaluation, opens the door to enhanced understanding, and provides improved foundation for action.

leadership self evaluation

Responses from C-level executives, VPs, managers, and others give a comprehensive look at various functions and perspectives.

4ī¸âƒŖ Presentation. 👨‍đŸĢ 📊

Finally, in video conference, we'll provide you with a presentation of findings, detailing the results of your Inevitabl Assessive audit. Included will be a summary of your organization's areas of strengths, challenges, and risks.

engagement survey results
employee engagement survey results
employee engagement presentation

In addition to our presentation, key stakeholders will have access to our results in software, and will have the ability to filter through the associated information.

You'll understand the elements that are lacking and may be needed to realize improvement. You'll have our recommendations on the human, technological, and process resources to be updated. And, you'll have the foundation from which to begin the overhaul of your change process.

5ī¸âƒŖ Next Steps.

After our Inevitabl Assessive presentation, you may decide to partner with us to accelerate your process of implementing our recommendations. In this case, we'll schedule a meeting to discuss the details of executive or team coaching, implementation, ongoing support, and the options that are available.

👉 Schedule Your Free Consultation. 📧

Let's Go! đŸšĻ

Interested in seeing if we're a good fit for each other? Schedule your complimentary discovery call.

In health,
Boh

David Bohmiller

David Bohmiller, MBA, MS (he/him/his)
Founder, CEO and Consulting Executive
Inevitabl LLC
➡ī¸ LinkedIn



Inevitabl Assessive Is A Fixed Fee Service, Based On Your Company's Size.

Starting At $3,500

contact us

👉 Schedule Your Free Consultation. 📧


Frequently Asked Questions.

❇ī¸ How Long Does The Process Take?

Your time is valuable. We respect that. We rely on an element of teamwork, between your organization and ours, to deliver surveys to your workforce. Inevitabl Assessive is typically completed within a 2-3 week period.

You've probably experienced firms that collect survey results, assign the leg work to associates, who write hundreds of pages of "insight" that nobody reads. By the time you have the results, months later, what your employees are experiencing has already changed.

❇ī¸ It's Only $3,500?

It isn't unusual for consulting firms to price audits between $15,000 - $30,000 or more. Consider the time it takes, and how they delegate work, and you begin to realize why they're so expensive.

Inevitabl Assessive is quick, simple, and effective. Your time is of the essence, and minimizing the hoops you'll have to jump through in approval means that you'll be on the road to fixing issues that much sooner.

Your $3,500 investment allows us to perform the highest-quality assessment for you. We cut out the fat to deliver meaningful, understandable, and actionable recommendations.

It's likely that disengagement and employee turnover are costing your company 100s of thousands to millions of dollars. A reasonable investment in uncovering and understanding the root causes of these issues and developing a roadmap for transformation is invaluable.

❇ī¸ What Do You Mean By A Fixed Fee Service?

The Inevitabl Assessive audit is standardized to deliver your engagement survey, recommendations, and roadmap quickly and effectively. Its scope is well-defined and so too is the price.

❇ī¸ Is This Remote Or In-Person?

For your convenience, Inevitabl Assessive is conducted and delivered remotely.

❇ī¸ What Do We Have To Provide?

We'll do the heavy lifting, though there are a few items that do help.

The email addresses of the employees to be surveyed are required. These remain confidential and are not used for any reason outside of sending the survey and providing reminders to complete it.

Optional items, though nice-to-have in support of comparison and recommendation, are exit and stay surveys that may have been conducted previously.

❇ī¸ What If We Want More?

The Inevitabl Assessive audit lets you experience our service, professionalism, and attention to detail.

You're able to ensure that you like our work, and that it provides value, before considering additional service options.

❇ī¸ What Are Your Additional Service Options?

We offer executive coaching, training of employees, implementation of our recommendations, ongoing support via retainer-based quarterly follow-ups, and strategic partnership to uncover new opportunities for your organization. An annual employee engagement diagnostic can allow for comparison year-over-year to view measures of progress and achievement.

Details of these types of agreements can be discussed at the completion of the Inevitabl Assessive engagement.

❇ī¸ How Do I Sign Up?

That's easy. Schedule your complimentary discovery call. We're looking forward to meeting you!


Inevitabl Assessive Is A Fixed Fee Service, Based On Your Company's Size.

Starting At $3,500

contact us

👉 Schedule Your Free Consultation. 📧


References.

Al-Suraihi, W. A., Samikon, S. A., Al-Suraihi, A. H. A., & Ibrahim, I. (2021). Employee turnover: Causes, importance and retention strategies. European Journal of Business and Management Research, 6(3), 1-10.

Mbhele, S., & de Beer, E. (2021). Achieving Employee Engagement through Effective Internal Communication. Communicare, 40(2), 153-182.

Rastogi, A., Pati, S. P., Krishnan, T. N., & Krishnan, S. (2018). Causes, Contingencies, and Consequences of Disengagement at Work: An Integrative Literature Review. Human Resource Development Review, 17(1), 62-94. https://doi-org.ezproxy.snhu.edu/10.1177/1534484317754160

U.S. Bureau of Labor Statistics. (2022, March 31). May 2021 National Occupational Employment and Wage Estimates. U.S. Bureau of Labor Statistics. Retrieved April 13, 2022, from https://www.bls.gov/oes/current/oes_nat.htm#00-0000


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