YOUR WORKFORCE IS YOUR COMPETITIVE ADVANTAGE

Are You Getting Their Best?

THE WORLD HAS CHANGED. The landscape for workforce & talent has changed, too. Even when we fully return to doing our work in our offices, the work we do -- and the way we do it -- will never return to how it used to be. It is more important than ever to pay attention to our people and ensure our "people practices" are effective. After all, people are how work gets done.

 

Hot issues from 2020 will continue to be top priorities for organizations in 2021. To attract and retain your best workforce, you must work on these issues in a meaningful way: working from home and managing remote workers; ensuring diversity, equity & inclusion; and maximizing your organization's culture & the engagement of your employees. Applegate Talent Strategies is your resource to help you navigate these topics to ensure that you're getting the best out of your people and that your people are having the best experience at work. 

There is no finish line when it comes to workforce & talent. But employers that are intentional about their people and their people practices will stay in the race, leaving their competitors behind.

What Are the Hot Issues for 2021?

  Our Priorities for the Year  

 

As we transition into a post-pandemic world and workplace, employers that address these hot issues will be rewarded with a "talent tailwind." Their workforce will propel these organizations forward rather than dragging them down.

Work From Home 

Many managers have long been dubious that work could be done remotely. Some still are. Businesses that seek to maximize the productivity of their workforce will employ leaders and managers who are proficient in managing people regardless of their location.

  • Are your managers skilled in supervising people from a distance and coaxing out of them their best work?

  • Are you prepared to engage, develop, and promote employees for performance (vs. geography)?

When remote work was mandated in early 2020, the separation between work and home disappeared. For instance, many employees juggled doing their jobs and educating their children. Workers have long been challenged with how to accommodate both work and home responsibilities -- often being forced to make tough decisions that were unfavorable to their employers. 

  • Do your policies, processes, and practices support employees in a way that allows them to give their best at work?

Leadership

Frontline managers and supervisors have always been the pivot point for employee engagement and retention. Regardless of how good the company is, a lousy manager can turn off even the most competent and enthusiastic worker.

  • How do you know if your managers are providing the type of leadership your employees need to thrive?

 

Cumbersome and/or unfair policies, processes, and practices cause employees to quit working.

  • Are your processes set up so employees can do their very best work?

  • What does it mean for you if your employees quit but stay in your employ?

While technical skills are important, intangibles like collaboration, creativity, and resilience are success differentiators.

 

  • Are you providing leadership training and professional development to ensure your employees continue to grow and thrive?

Social Justice

Organizations that fail to maximize their resources, by definition, leave something on the table. All employees want to do inspiring work and they want to be valued and respected while doing that work. When people feel they are unsafe or unwelcome at work, when they feel compelled to separate their work selves from their home selves, the entire organization suffers. There is no separation between work life and home life. To be effective, employers must consider the whole person who comes to work and what that person brings with them.

  • Do all your employees feel valued, respected, and safe at work? 

The principles and practices of diversity, equity, and inclusion must be an authentic part of your culture and your strategy.  Trust is non-negotiable. Creative friction -- or the ability for employees to fully contribute -- is an imperative.

  • How do you know if your employees feel they are being treated fairly and equitably? 

  • Are you sure your workplace is one where creative friction flourishes?

Culture & Engagement

Culture & engagement--the twin aspects of what makes your organization what it is--is a tough sell for most leaders. It's so touchy-feely. The reality is, though, there is a solid and direct line from your company's culture and the engagement of your employees to your company's bottom line. Culture reflects how you treat your people and how they treat each other and your customers. Engagement reflects how connected they feel to their work. These two things are tied to your "people practices."

  • Is your culture actually the culture you want?

 

Effective people practices lead to quantifiably better business outcomes: increased productivity and increased profitability. When workers are more engaged, they are more connected to their work. When they’re more connected, they’re more productive. When they are building more, serving more, selling more – whatever it is your business does – your company is earning more.

  • How do you know if your people practices are supporting your culture and employee engagement or are driving in a wedge?

Who Do We Work With?

  Our Clients  

 

A boutique consulting practice, Applegate Talent Strategies works with businesses and non-profits in Ohio and the Midwest. Our clients typically are organizations with fewer than 100 employees who understand that, though employees are a major expense on their balance sheet, their workers represent the greatest source of value creation.

These organizations look for ways to better align their people and people practices with their strategic goals. They know it's not just about hiring & onboarding, training & engaging, leading & managing, measuring & rewarding. It's about doing all of those things exceptionally well. 

Because Applegate Talent Strategies is a small and specialized firm, our clients enjoy personal attention. We customize our solutions to specifically meet the needs of our individual clients, whether "classroom" training or individual coaching.

Your organization -- and your people -- will be stronger and fitter as a result of working with our talent consultants. You will have more effective people practices and your leaders and managers will be better able to solve people problems. 

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People problems can be costly, though most organizations don't realize how costly. Check out the People Problems Calculator to get a back-of-the-napkin estimate of how much the time you spend on people problems costs your business.

How Do We Work With You?

  Our Service Offerings  

 

With decades of experience in workforce & talent, we understand the issues your organization faces ... from trends in the broader economy to issues with an individual employee. We work with executives and organizational leaders, front-line supervisors, as well as your organization's emerging leaders. We work one-on-one, in small groups, and in large classroom settings. We deliver training, we consult on policies, and we conduct research and recommend solutions. Whatever we do for you, we make sure we are helping you get the best out of your people and that your people are having the best experience at work. 

TALENT ASSESSMENTS

A Talent Assessment reveals the true status of your organization, whether measuring Culture & Employee Engagement or DEI Readiness, from the perspective of the people who work for you. All Talent Assessments result in a report of Findings & Recommendations that becomes a cost-effective and easy-to-implement roadmap for how to proceed. 

Explanation of Our Talent Assessment

ADVISING & COACHING

One-on-one confidential or private, small-group sessions, work with your talent consultant on pursuing personal professional development, creating and implementing effective "people practices," addressing leadership issues in real-time, or developing skills and philosophies to become strong, effective, and confident leaders.

Helping leaders think through tough situations.

ANALYSIS & INSIGHT

Local, national, and global issues and events can have big and small impacts on your workforce. We provide analysis and insight on how current trends in the workforce will impact things like the availability of talent, expected benefits, etc. Our latest blog posts are a good place to start.

Providing analysis and insight on trends in workforce and talent

TRAINING & WORKSHOPS

Leadership is not a recipe and there is no one right way to manage people. Through a variety of training and workshops, individuals learn practical skills and philosophical approaches to effectively manage the people who work for them. We offer public and private sessions (via Zoom for now). Organizations can have sessions presented exclusively at their workplace. In addition, individuals can attend public workshops. View current public workshops.     

Applegate Talent Strategies offers Leadership Training & Workshops.

MONTHLY CONSULTING

Using a "fractional resource" model, organizations can engage a talent consultant as an extension of your leadership team. Bringing workforce & talent expertise to your board room, your talent consultant is on hand to answer, troubleshoot problems, and provide alternative solutions based on latest research.   

Working with you on your every day approach to effective people practices.

SPECIAL PROJECTS

With a wealth of experience in workforce and talent, your talent consultant works with you on specific workforce issues and challenges facing your organization, whether high turnover or lack of diversity in your company's talent pipeline.

Special projects on workforce & talent are our specialty

Who Are Our Talent Consultants?

  Our Team of Experts  

 

Our team is both passionate about and experienced in workforce & talent. With more than 20 years of experience, each of our talent consultants can coach, counsel, and educate you and your team on effective people practices. We are driven to help you get the best out of your people while ensuring your people have the best experience at work.

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Andrea Applegate

Andrea's background is in business. She has an MBA and, after spending her early years in the private sector, Andrea worked at the Columbus Chamber for more than a decade. There she engaged with business leaders and HR executives on projects to overcome workforce issues facing local companies and industries important to the Columbus economy.

Lora Fish

Lora’s background includes non-profit and for-profit.  She is a certified HR professional and has helped organizations build HR processes, as well as hire, train, and retain employees from diverse backgrounds and all career levels. Her passion is helping businesses develop individual contributors, frontline supervisors, and emerging leaders for long term success.

What Are We Thinking About Today?

 

When we're not working with our clients, we're thinking about--and writing about--workforce and talent. You can be assured that we don't simply express conventional viewpoints. We intend to be thought-provoking. We want to bring new and different perspectives to light so that our readers can have a better understanding of the issues and trends that impact their employees and their organizations.