ORGANIZATIONAL DESIGN SERVICES
PACKAGE A: VISION, MISSION & VALUES
Build a robust foundation for your organization's people & culture so you can attract - and retain! - top talent.

You believe that your company’s values should mean more than conference room names.
You want future employees #30, #50, and #100+ to join a team with an intentionally designed culture and have similar positive experiences.
You know in general that organizational values/vision are connected to your brand as an employer.
Finalized vision statement and mission statement to inspire and focus your team.
3-5 company values, collectively decided and defined for your unique company culture.
A social contract co-created with your team that's a guide for everyone to use in collaboration and adaptation.
Employees who feel strongly connected to their company culture are 75 times more likely to be fully engaged at work compared with those who don’t feel connected (ADP Research Institute).
Leaders who continually describe a specific vision of where the team is going are viewed by their direct reports as 13x more effective than leaders who don’t (Kouzes and Posner 2007).
You want a vision, mission, and values to put on your website because everyone else has them.
Your ideal approach to company mission and values is a "set it and forget it" approach.
A vision is a description of where the company is going. It's what the future looks like if goals and intentions are accomplished and laid out to be the driving force of how the company defines success.
Vision statements are used to inspire - a strong vision helps teams focus on what matters the most for their company.
A mission is the what, who and why: What the company does today, who it serves and the road map to making the vision become tangible.
Mission statements are used to help define success, the immediate goal and how your company is differentiated from others.
Learn more here:
PACKAGE B: ONBOARDING DESIGN
Establish a comprehensive and consistent onboarding process aligned with your company values and goals to:
- all before a new hire's first day.
You anticipate hiring 5+ new employees in the next 6-9 months.
You want to better incorporate your company values and culture into the new hire process.
You care about inclusion so you want input from multiple voices across your team to design the best onboarding final product.
We will incorporate input from team members across your organization to design the best onboarding experience.
Receive templates for communications with new hire after they accept an offer and before their Day 1.
We create a customizable template schedule for any new hire. This includes a process document for your internal team (HR, hiring manager, etc.) to follow.
1 in 10 employees have left a company because of a poor onboarding experience (Careerbuilder and Silkroad Technology).
Can you afford to lose 10% of your new hires?
Within 3 months, more than HALF of new hires are actively looking at new roles…
…BUT when a company has great onboarding, 69% of employees are likely to stay for at least 3 years (Fast Company; Lattice).
You want a new onboarding process that just considers Day 1.
You want 1 or 2 executives to provide input to protect the team's time and don't want me to gather input from non-leadership.
You want cultural change in your organization, but get annoyed at hearing the same feedback themes over and over again.
4-6 weeks depending on schedules/availability to meet. If you’re hiring people now who will start immediately, we can certainly prioritize quick-win improvements while we delve deeper into designing the full process.
Different roles have very different onboarding needs (executives, frontline staff, mid-level managers, etc.). How is this taken into account?
One size doesn't fit all - and even if a singular process did fit you now, what you need will change as you grow. So we build a flexible onboarding template that is easy to customize whether a new hire is an executive or an entry-level employee.
PACKAGE C: PERFORMANCE MANAGEMENT