Why Think Differently?

Conventional wisdom says that:think different

  • Your employees are your most important asset;
  • You should strive to be the employer of choice;
  • Your pay practices need to attract, retain, and motivate the best talent;
  • You should have competitive compensation and benefits; or
  • Your goal is employee satisfaction.

Why?

  • The people who work in your organization are not assets.  Nor capital.  Nor resources for that matter.  Those are good ways to describe things you own, but bad ways to describe people. We help organizations relate to their team as their most important investment. That means we help them create ways to identify the best, take care of their team, expect a return from each, and part ways if the return isn’t there.
  • Your organization should not be the place everyone wants to work.  If you try to appeal to everyone, you have to become generic, which is bland.  Instead, we help organizations celebrate their “organizational quirkiness," stay true to that and recruit and retain people who like being part of that picture.  Not everyone will; not everyone should.
  • Money can’t buy you love.  When you put too much focus on money, it reduces the employment relationship to a transactional one. When that happens, people work for what they get, rather than working for what they can become, contribute to, and help build. those are the things that build self-actualization and actually motivate. Money reinforces, more than it motivates. We help you get the money part right, but then help you focus on the things that will have a greater impact than pay.
  • Competitive compensation and benefits practices can help, but often all that means is the same old vanilla package everyone else has.  Doing what everyone else is doing isn’t always a good business practice, let alone a best one.  We view compensation and benefits strategies through a broader business case analysis than prevailing practice.  Doing so could produce a strategy that is totally upside down from conventional wisdom but way more effective.
  • Your goal should be employee engagement – but not in how that’s conventionally thought.  Employers spend bazillions of dollars on employee engagement with little appreciable result.  That’s because they’re trying to engage employees in satisfaction, which is pretty nebulous and can lead to entitlement.  We help organizations engage their people in ways that are key to the business, helping people and teams to think more like owners.


We always start with the culture of the organization, and the business case. We don't design processes and methods based on the small part of the workforce that may create problems. 
We don't lead from compliance like many in the HR space do. We believe that's what your attorney is for. Instead, we create tailored solutions to your culture, with processes and methods designed for the vast majority of your team who are great team members. Our organizational solutions are as different from conventional HR as prevention-oriented Quality Management is from after the fact Quality Control, or as different as Accounting is from Financial Planning.