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.
David Bohmiller, MBA, MS (he/him/his)
Founder, CEO and Consulting Executive
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.
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.
Harter et al. (2002) as cited in Mbhele & de Beer (2021) describe employee engagement as occurring when employees:
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.
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.
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.
Here's the pattern:
All that's without considering the disengaged employees who stay, encouraging discontent, harming productivity, and making things worse.
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.
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.
While those figures can present a significant mountain to climb, there's reason you can be optimistic.
In the simple math example above:
In the second example:
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.
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.
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 ❤️ 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.
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.
To understand employee engagement, we'll work with you to share our survey with your workforce.
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.
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.
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.
Responses from C-level executives, VPs, managers, and others give a comprehensive look at various functions and perspectives.
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.
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.
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.
Interested in seeing if we're a good fit for each other? Schedule your complimentary discovery call.
David Bohmiller, MBA, MS (he/him/his)
Founder, CEO and Consulting Executive
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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