When companies hit trouble, too often a
re-organisation or management change is seen as the answer to all the problems – often with little resulting improvement.

Invariably the issues, and their causes, are deeper and more complex.

Companies can have “people issues” for many reasons.

Often they crop up within the first few years of a new venture – particularly after a cross-border expansion involving an acquisition or a JV start-up.

They can also occur in established operations where management has allowed issues to grow out of control.

When companies hit trouble, too often a re-organisation or management change is seen as the answer to all the problems – often with little resulting improvement.  Invariably the issues, and their causes, are deeper and more complex.

Although the need for help coincides with the departure –
or decision to terminate the employment – of one or more senior managers, it is highly unlikely that simply replacing the manager(s) will resolve underlying issues which may have led to the departures.  At the very best, any new management – even if hired without delay - will take some time to become familiar with the organisation, and assess the issues.

Causes can also range from the low state of overall employee relations and quality and/or the "trained-state" of the people, to more tangible issues relating to people management policies, processes and practices.

Gravitas can go a long way in rectifying these problems by:
Working with management to identify the causes of the organizational and people issues
Developing strategies and actions to rectify those issues
And then by Project Managing the implementation of the action plan

This support can be provided by having the project manager “embedded” temporarily within the management team.
Or where there is a gap in the top management team, by taking up a temporary operational executive role as an Interim Manager. The latter approach works particularly well following the departure of the Business Head or the Head of Human Resources – in which case one of our Partners takes on the role, and while managing the “trouble-shooting” project, assists in the search for a permanent replacement.

Of course, the precise nature of the support depends on the nature of the issues, but in all cases it will follow the sequence of diagnosis, action planning and implementation – all in close co-ordination with the appropriate management.
Included in the initial ‘diagnosis’ will be assessment of all aspects of the current human resources situation, including,
but not limited to:

Emphasis is often placed on the
assessment of the managers.  Often, but not always, “coaching” is a particularly effective tool. It is a proven method of assisting managers viewed as having the potential to grow and change with the company, but who are currently having some difficulties dealing with the changes they are facing.

In cases where the company believes that a manager is unable to make the transition to the new, higher level of demand, Gravitas can assist in out-placement counselling and support.

To “kick-start” new or “refreshed” management teams, Team-Building and Strategy Action Planning Workshop have motivating and productive results.

In the case of “start-up” organizations, Gravitas can develop new policies, systems and processes based on international best-practice policies.  In such cases, other basic systems and procedures (e.g. personnel records, job descriptions, process charts and other administrative processes can be developed).

Gravitas People is a timely and helpful resource that can help companies optimally utilize their most precious and important asset: the people who drive the engine of opportunity, growth, profit and shareholder value.

Gravitas People Organizational Strategy & Human Resources Management also has services for the following specific needs: Planning for Mergers & Acquisitions, People Issue Trouble Shooting, and Social Responsibility and Business Ethics.