Employee Relations & Engagement

Broad experience in promoting positive employee relations/engagement as well as addressing challenging people matters:

  • Best Employer Practices

    Identifies best employer practices for client-identified employment aspects and help clients determine which to adopt and how.

  • Policy Development


  • Employee Engagement Surveys and Action Planning

    Sources options for collecting employee opinions as well as writes questions. If client has a survey with which it is satisfied, consultant’s focus is administration (as needed), clarifying results (e.g., conducting focus groups), analyzing results, and creating action plans to address improvement opportunities and to leverage organizational strengths.

  • Resolution of employee/supervisor concerns

    Coaches employee and/or supervisor toward acceptable outcome.

  • Work and Life

    Coaches individuals on work/life integration, facilitating process to develop and implement organizational work/life programs

  • Employee Recognition

    Employee Recognition – Programs and/or events

  • Exit Interviews

    Creates interview guide (if needed; can use client’s list of questions) and conducts exit interviews for employees who have voluntarily resigned. Compiles results, identifies trends, and makes recommendations to capitalize on strengths and to address improvement opportunities.

  • Performance Management

    Develops or enhances an organization’s performance/development process

  • Performance Improvement Plans

    Coaches manager/supervisor on handling performance issues. Helps create actionable, reasonable performance improvement plans for employees not meeting expectations. Facilitates required follow-up.

Sample Engagements

Routinely conducts new hire and exit interviews to provide client with positive and developmental feedback on its work practices and environment.

Served as HR generalist for an HR Director on sabbatical. Engagement included employee communications, staffing, assisting leaders with performance issues and promotions, and creating action plans as a result of employee engagement survey data. Completed similar engagements for departments while recruiting to fill open positions.


  • Served as HR generalist for an HR Director on sabbatical. Engagement included employee communications, staffing, assisting leaders with performance issues and promotions, and creating action plans as a result of employee engagement survey data. Completed similar engagements for departments while recruiting to fill open positions.


  • Provided support to client reducing its workforce. Services included messaging to employees being laid off as well as those being retained.


  • Conducted series of workshops to help laid off employees find their next jobs. These workshops covered written communications; panel, phone, and face-to-face interviewing; and job search strategies.


  • Acted as on-demand HR executive-level resource for small employers.

Seminars & Courses

Seminars and courses are also available in person or virtually.

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