2. Who Are We? And What Do Can We Do?
JR2 Consulting
Exponential Growth and Development
Consulting firm specializing in developing
company culture through breakthroughs in
communication and employee engagement.
Result driven to decrease turn over, improve
employee morale, and increase customer
satisfaction.
Signifies togetherness, and health business
ecosystem
JR2 Consulting
3. Holy Family: Identifying Issues
o Organizational Culture
o Poor Communication
o Employee Training and
Development
3 Key Issues
4. The Good and Bad of Organizational
Culture at Holy Family University
The organizational culture at Holy
Family University is very
traditional and drawn from church
dogma.
High value system and intangible
benefits of the current culture at
Holy Family.
The lack of organizational friction
and inclusive thought sharing
stifles growth and deters retention
of young talent pool.
Pride in the Past is not leading to
excitement towards the future.
5. Communication
o Good communication practices are at the heart of every successful business
o It disseminates the information needed by employees to get things done and
builds relationships of trust and commitment
o Without it, employees end up working in silos with no clear direction, vague
goals and little opportunity for improvement. Successful projects and change
programs are a rarity and real leadership is scarce
6. Impacts of Poor Communication
Critically, the impact of poor communication can cause employer-
employee conflict resulting from misinformation or misinterpretation of
information. This can indirectly affect students as well.
Inadequate, inefficient and insensitive communication severely impacts
employee motivation. This in turn drives the employee's decision to come
to work each day.
7. QUANTITATIVE DATA
One company study revealed that 18% of the variation in sickness and absence rates across the
company was due to variations in communication practices.
People voluntarily leaving is a significant cost to any employer. Employee replacement costs can
be as high as three times the person's annual salary. A Watson Wyatt study found that companies
that communicate most effectively are more than 50% more likely to report turnover levels below
the industry average compared with only 33% for the least effective communicators
Communication practices also affect the balance sheet, with the top communicating companies
experiencing some 30% higher market valuation compared with their poorer communicating
cousins.
8. Employee Training
and Development
o Through an employee survey
conducted during our consultation
visit we discovered that 39% of
feedback was related to insufficient
training in their positions.
o Looking into the problem we
found that most departments did
not have an orientation schedule
for new employees, nor did they
have continued education training,
that would help reduce the amount
of costly mistakes, increase
employee engagement and
increase costumer satisfaction.
9. Why Employee Training and Development
is Necessary
18 percent state that lack of training opportunities
would contribute to the decision to leave an employer.
Attracts New Talent
The American Society for Training and Development
(ASTD) collected training information from over 2500
firms and found that companies that offer
comprehensive training:
Have 218 percent higher income per employee than
those with less comprehensive training
Enjoy a 24 percent higher profit margin than those
who spend less on training, and
Generate a 6 percent higher shareholder return if the
training expenditure per employee increases by $680.
10. Recommendations Culture
Interjection of some new thoughts and ideas to add perspective.
Become uncomfortable , challenge current culture to stimulate growth.
Put in place an in house leader that is a lay person.
More engagement and open communication through department
meetings and discussion.
11. Recommendations Communication
Feedback analysis
Establish clear-cut written policies that can serve as guidelines for employees.
Set up creative methods of communication , such as establishing a reward system for productive
contributions to organizational development.
12. Action Plan – Employee Training and
Development
JR2 Consulting will develop a survey specifically for employees university to help increase
employee engagement. This is to be done on a quarterly basis.
JR2 Consulting will develop department specific mentorship program, each department will
designate 2 Super Trainers ( One Management, One Employee) they will be responsible for
making employees in their department aware of new policies, and competencies.
Internal committees open to all staff members
Tuition reimbursement
