Create Consulting

INTRODUCTION:

Good morning everyone, first of all thank you to receive us. We are the responsable for Create consulting agency which are an American company. Let me introduce my colleague (name) and myself (name). Today, we are here to bring you some ideas to encourage new talent to stay in the company.

Let me now recapitulate the situation of your company. Zylapharm is a French medium-sized pharmaceutical company which is undergoing a rapid expansion. Due to rapid expansion, you have employed staff on a short-term needs basis. Also, when the company will be more viable, you will need hire more people in different departments such as : the Marketing, the Sales and the Production.

Before start our analyse, we would like to thank your company for your trust, you have to know that we have 20 years of experiences and knowledge.

I/ THE PROBLEMS:

A) Leadership style:

After making a thorough study of your business case, we found a large number of errors on the overall management of the company that could work against the stability of your employees.

First on the leadership style that your company choose. In fact your current business management policy is based on authoritarian style, said authoritarianism. This is defined by a hierarchy that: trying to control everything, does not give the right to do an error, do not delegate, does not listen to the employees.

Thus the authoritarian management goes against your needs, which are to motivate your employees to stay in your company.

B) Lack of team work:

In a second step we have seen also that in your company there is a lack of communication within the team. This would favour an individualistic mindset that is felt on the team. Indeed the lack of teamwork within a company do not encourages employees to stay because they feel uncomfortable and unproductive.

C) Fragile corporate culture:

All companies regardless of size need to create a collective identity that will become the benchmark of all its members. Develop a corporate culture is developing a system that is both cultural and symbolic. A set of values, myths, rituals, taboos and signs and are shared by the majority of employees.

We believe that your company values are the highest quality (respect of customers), the quality of services and human harmony, which requires respect for difference. However, your corporate culture is rather fragile and is not sufficiently rooted in the minds of employees.

D) Monitoring of the employees:

We also found that there was a real lack of monitoring of employees: no annual report, for example, lack of proximity to employees (you know what happens during their work?), who are your employees? (What are their areas of expertise? What is the way they work?)

E) Lack of dialogue:

Here, I want to show you that the manager and the employees now have two different visions, they see things differently. Overall, in one hand managers are searching performance and in the other hand the employees are searching rather a well-being (personal and professional) for several reasons: extra work, physical working conditions, office equipment condition...

II/ SOLUTIONS:

Before we give solutions to your problems, we'll give you a little explanation of the "motivation" in a company. We must consider two types of interest such as: the interest of the company and the interests of employees. It is important to remember that you can not motivate someone for the sole purpose of serving the interests of the company without personal interests taken into account. The motivation is the result of a combination of personal and organizational interests. To successfully combine these two interests we will define a new HR policy and subsequently focus on the culture of the company.

A) New HR policy:

 In order to establish a new HR policy it is important to:

Implement training within the company. This is important because it allows employees to improve their skills, behaviour, attitudes, knowledge, to achieve the objectives of the business and personal goals. So training provides a benefit to both parties. On the one hand, it is a benefit for the employee, as they promote their personal development. On the other hand, is an investment tool from the company, allowing him to adapt the skills of its employees to the needs of the production tool. Training can also be a motivator for the employee receives it as the confidence and esteem that the leader gives it as a future increase in its responsibilities.

Evaluation interview: It is a tool for monitoring the activities of company employees. This is a very important tool because it allows, in fact, to better know the employees to have information about their feelings, their interpretation of the facts, how they perceive their position and their role in the company. In addition, the interview will also allow you to know the projects career of your employees and measure their effectiveness at work.

The leader responsibility : The responsibilities of the trusted leader sound straightforward, however, the profile and charisma are not enough because in addition to knowing its employees, managers must know their duties well, here they are:

- Prepare plans for the future, set goals. To do this, you must specify the steps that will achieve them and provide the necessary resources

- Then you have to assign tasks according to the skills of employees, allowing you to delegate responsibility

- Next comes the control of the work in progress and the problems encountered resolution

- Finally, the leader needs to motivate its employees by mobilizing their values, needs and emotional resources that they find the energy to overcome obstacles

It is true that the overall strategy of the company is determined by the management. However,