This document provides an overview and update on Grayling, a communications agency, for 2016. It discusses goals for the year, including increasing revenue to $20 million, achieving a 10% profit margin in the second half, and retaining clients by mitigating erosion. Qualitative goals include building a culture that attracts top talent, gaining industry recognition, and enhancing collaboration across the firm's global network. The document outlines Grayling's core sectors and strategic imperatives for 2016, such as bringing its new brand to life and leveraging its unique integrated service model. It also discusses initiatives to drive a more client-centric culture through performance reviews, recognition programs, and professional development opportunities.
These slides share the author's experience while leading multiple Captive R&D/ Technology organizations in India. Some of these contents are part of a business case study.
These slides share the author's experience while leading multiple Captive R&D/ Technology organizations in India. Some of these contents are part of a business case study.
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Companies such as GE, Accenture, Adobe and Deloitte have recently shifted away from annual performance reviews to an ongoing feedback model, for several reasons:
They are a chore, for managers and employees alike
One central conversation gets all the attention, when frequent, bite-size feedback is the most efficient
Worse, annual reviews tend to promote bad management.
Review this presentation to understand the new paradigm of performance appraisals, and its extended benefits to employee engagement and motivation (if you do it the right way).
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Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
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- A roadmap for improving key parts of the employee experience
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In this abridged version of the presentation you will find information from this Market Report around in-demand technologies, job activity trends, attitudes towards remuneration, training, work benefits, etc.as well as role-specific salary information which offers you, the hiring organisation, a useful compass to navigate the preferences of your current and future employee base.
Greythorn expect the information in the report to shape and influence internal Technology spend, trigger future projects, and devise talent attraction strategies. Greythorn would be delighted to present the full presentation in smaller intimate meetings with individuals, or we can deliver to larger audiences or in your monthly technology team meetings.
Please contact your dedicated and friendly Greythorn Account Manager today to request a meeting or call us on 02 9249 8000.
Presentation for IE application - Greatest challenges facing the management consulting industry today....... And the role I hope to play in this industry in the medium term.
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Our insights about the market for board talent across S&P 500, the U.S. Tech Industry, and early stage growth companies as well as a cross section of boards interested executives based on the Spencer Stuart Board Index, the U.S. Tech Board Index, and a SurveyMonkey survey put together as input for #WhyBoardsMatter, a joint presentation from Spencer Stuart and Kleiner Perkins.
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Webinar recording available: https://www.humanresourcestoday.com/frs/8466476/make-your-onboarding-inclusive---engaging/download
Assimilating new hires into your culture is straightforward when the employees work in a central location. However, what happens when the new hires work remotely, either at a global location or home office, or the employee works on a different schedule? Can an organization engage and train new hires during onboarding, regardless of location and circumstance?
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Performance appraisals strike back - Accelerating productivity on-the-goAlix Bourras
The fast paced, dynamic environment that makes SMBs so attractive to employees is also what prevents managers to give regular feedback to their employees. Yet regular feedback is probably the most important aspect of performance reviews, as those ongoing discussions are what will have the most positive impact on productivity in your business.
Companies such as GE, Accenture, Adobe and Deloitte have recently shifted away from annual performance reviews to an ongoing feedback model, for several reasons:
They are a chore, for managers and employees alike
One central conversation gets all the attention, when frequent, bite-size feedback is the most efficient
Worse, annual reviews tend to promote bad management.
Review this presentation to understand the new paradigm of performance appraisals, and its extended benefits to employee engagement and motivation (if you do it the right way).
What HR Will Look Like in 2020 – A SHRM Research Insight, Brian DicksonThe HR Observer
As part of the SHRM Experience, this session is sourced from leading edge SHRM research coupled with global expert opinion surrounding: how will HR change in the
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This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
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Project Portfolio Management: “Everyone says they are doing it, but few are, and those that are, are unsure if they are doing it right.”
Why Should We Keep Evolving Candidate Experience? Launchpad
We talk about the impact - both positive and negative, of incorporating technology into the recruitment process and take a crystal ball to predict how things will move forward over the next 5 - 10 years. Not quite futurology - more like a 'realistic prediction'!
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
Once a year, Greythorn produce an in-depth Market Report, which draws insights from resposnes to our annual surveys into our canddiate, contractor and client communities.
In this abridged version of the presentation you will find information from this Market Report around in-demand technologies, job activity trends, attitudes towards remuneration, training, work benefits, etc.as well as role-specific salary information which offers you, the hiring organisation, a useful compass to navigate the preferences of your current and future employee base.
Greythorn expect the information in the report to shape and influence internal Technology spend, trigger future projects, and devise talent attraction strategies. Greythorn would be delighted to present the full presentation in smaller intimate meetings with individuals, or we can deliver to larger audiences or in your monthly technology team meetings.
Please contact your dedicated and friendly Greythorn Account Manager today to request a meeting or call us on 02 9249 8000.
woodfordtooling We proudly offer genuine Tersa Planer Knives to insure our customers get top quality and performance. Tersa Planer Knives are a high quality product made for professionals.
Adam Fletcher, M&A Director, Ignata
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14 years of leadership experience disperse across Digital Media Marketing, Sales, Marketing, Business Development, partner management and product management.
Seek digital media and marketing mid, senior management position in Canada
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2. How to leverage your testimonials to boost your sales 💲
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Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
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Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
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Discover the innovative and creative projects that highlight my journey throu...dylandmeas
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Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
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5. the hits
o Tale of two halves – 1H vs 2H
o Improved unification across the network
o Key talent additions across all offices
o We won a lot of new business ($8M for the entire
year)
o The new brand; ambassadors offsite in SF
o Continuing to make progress as One Grayling
2015 in review
6. the misses
o Missed budget
o Talent turnover
o Management of cross-office accounts
o Erosion, erosion, erosion
2015 in review
7. Establish Grayling
as THE agency to
Work For
and Work With
2016 business objectives
• Current revenue target of
$20,065mm
• Achieve second half Profit
Margin of 10%
• Maintain client base; mitigate
erosion
• Attract and retain the best people
8. 2016 So Far …
some great work has been done…
new business wins…
awards…
10. • Mitigate Erosion
• Drive Organic Growth
• Land 2 new $1 million cornerstone accounts
• Land 10 cool innovative clients
• Launch thought leadership platforms
quantitative
goals
11. • Build a culture reflective of who we want to
be
• Turn up the volume: Receive industry
recognition
• Enhance collaboration across the network
• Utilize Advisory Board
• Accelerate Training and Development
qualitative
goals
14. analytics &
insights
what is the problem
and opportunity?
strategy & content
what is the
roadmap?
creative design
apply creative life to
the strategy
channel execution
Paid, earned,
owned, social
technology
energy
financial services t&t
shared economy
audience reach
measurement for
effectiveness
5
core sectors
Consumer
Enterprise
Wearable
IOT
Mobile
Financial Tech
Payments
Security
Renewables
Utilities
Carbon Capture
Cyber Security
Tourism
Hospitality
E-commerce
Lifestyle
Hospitality
Transportation
Financial services
15. brand positioning
unbound
inventive, integrated
comms solutions
flexible
engineered for opportunity
and real-time adaptation
enterprising
enabling the
connections you need
to advance
always on
senior counsel and on
the ground support
available 24/7
tenacious
tireless commitment to
delivering great results
borderless
agile global network for
rapid, efficient
scalability
communicationsunlimited
communications that are…
17. strategic imperatives
bring new
brand to life
o Increase accountability
o Personal branding
o Train everyone on selling
“new” Grayling
o Look at new services and
offerings
leverage
unique model
at all times
o Increase accountability
o Train and ingrain with
everyone
o Showcase where it’s
coming to life
o Hire talent to advance
o Reinforce in all biz dev
and marketing messaging
o Increase accountability
o Launch a formal Grayling
way to delight our clients
o Conduct virtual jam
sessions and client
swarms
o Showcase internally and
through case studies
drive client-
centric culture
18. creatingadvantage series
• May 4 – Will Kunkel – Upselling Creative
• May 18 – Deb Morgan & Meghan Gross –
How to Connect With the Workforce of the
Future
• June 1 – Peter Harris – Managing Reputation
• June 15 – Lucia Domville – Navigating the
New World of SEC Guidelines and Policies
creating a people centric culture
future creatingadvantage series
• GCore training
• GMint training
• Spotlight on the 5 core sectors
• Spotlight on communications unlimited
• and?
our most important imperative
19. people first
meaningful work
recognition
rewards
professional development
enhanced communication
flexibility
service
flexibility
recognition
meaningful work
enhanced communication
professional development
rewards
enhanced communication
service
empowered
listen
fun
fun
entrepreneurial
empowered
23. Setting
Objectives Vision & Strategy,
Organizational Capabilities
Group Objectives (Office,
Department)
Individual Objectives
Link individual
objectives to
Grayling’s
business goals
24. TImeline • April 28 – May 6 Local Leaders to schedule All
Hands Meetings with respective
teams to share local goals
• May 2 – May 13 Download Self Appraisal forms
and complete along with 3-4 goals
for balance of 2016
• May 15 – June 3 1st meeting to review Self
Appraisals and goals. Complete
draft of Performance Appraisal
• June 6 - June 17 Final Meeting to complete
Performance Review and confirm
rating.
Completed
Reviews due
to HR by June
23rd
26. “Unless a commitment is made there are only promises and hopes but no plans.” –
Peter Drucker, Business and Management Leader
“Most people fail, not because of lack of desire, but, because of lack of commitment.”
– Vince Lombardi, Super Bowl winning football coach
27. • Delight our clients.
Every. Single. Time.
• Hold yourself, and others,
accountable.
• Live our values: Switched On,
Connected, Fearless.
• Create a culture that attracts the
best talent and clients in the
world.
Here are the things that I’m so proud of:
HR, finance, client service, talent cultivation
Collaborative wins: Mindbody, NRG, Persado,
Here’s where we struck out
($24,435mm in 2015)
Heres some highlights that we are excited about:
Award-winning work everywhere
As I’m focusing on the rest of the year, I’m focusing on these 5 quantitative goals
Excited about this Agency’s direction and committed to having more of a focus on communicating with you – already have seen the beginning of it with NY Minute, the Newsletter and our broadcast today but I cannot do it all. We all have a role to play in creating the culture we want. We have to manage our clients, collaborate/leverage the incredible talent around the network and focus on the four objectives I shared with you earlier, there’s nothing we can’t do.
Reference work for NRG, ZTE
Meghan Gross, EVP, New York – Energy
Will Kunkel, EVP, New York – Creative
Adam Emery, EVP, New York – Tech
Sarah London, Account Executive, Los Angeles – Social
Alaina Laszewski, Account Coordinator, Seattle – Digital
Owen Sexton, Account Director, New York – Enterprise
Michael Fullem, Account Executive, Los Angeles
Alan Auyeung, Account Supervisor, San Francisco – Tech
Matt Russell, Senior Account Executive, New York – B2B
Tim Black, Vice President, San Francisco – B2B
In the SF offsite, you asked for upselling training. Pleased to offer as part of our Creating Advantage growth and development series a 4 part
In the SF offsite, you asked for upselling training. Pleased to offer as part of our Creating Advantage growth and development series a 4 part Upselling course. First and third Wednesdays of the month
Make reference to New York Minute and Yammer
Excited about this Agency’s direction and committed to having more of a focus on communicating with you – already have seen the beginning of it with NY Minute, the Newsletter and our broadcast today but I cannot do it all. We all have a role to play in creating the culture we want. We have to manage our clients, collaborate/leverage the incredible talent around the network and focus on the four objectives I shared with you earlier, there’s nothing we can’t do.
Need one rep from each office - First meeting the week of May 9 Please send your name to Karla by end of week
We realize the importance of publicly recognizing the great work that you do each and every day and we love your ideas on how you’d like to see that happen. Ashley Colette recently went in to ZTE and won an additional $40,000! We sent her a gift card, but I wanted to use this forum to let her know that we appreciate her hard work. (We’ll bring her on camera) Ariel in NY is killing it with NRG..(talk about that report she does) and she was also recognized. Karla has a program she’d like to roll out but we want to make sure we have input from you. Send Karla and I your thoughts
I’ll come on talk about goals, self appraisal and timeline ( 5 min max)
