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Posts by Mark Fiala

OA will participate as a panelist at next week’s WELD event

OA will participate as a panelist at next week’s WELD event

By on Sep 13, 2017 in Blog, In the News, Presentations and Conferences, Success Stories | 0 comments

Organizational Architecture will be participating in the Women for Economic and Leadership Development Cleveland Leadership Series on Tuesday September 19 2017. …hope you can make it to this great session. You can find details on how to register to attend here. THANKS! Learn more about Organizational Architecture’s work here and connect with us on social media on LinkedIn, Facebook, and Twitter. Looking forward to connecting with you!...

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OA featured on the Galliard Family Business Advisor Institute website

OA featured on the Galliard Family Business Advisor Institute website

By on Jun 30, 2017 in Blog, Hiring, In the News, Recognition, Success Stories, Talent Acquisition | 0 comments

Organizational Architecture is pleased to be part of a recent newsletter published by the Galliard Family Business Advisor Institute.  Our article Finding the Right People – Strategies for Recruitment was featured in the newsletter and can also be found on their website. The Galliard Family Business Advisor Institute is an educational membership organization of advisors and business leaders working to support the success of family-owned and closely-held businesses, raise the standards of family business advising, and provide continuity in service across our network. We’re proud to be part of their network of advisors and grateful for the opportunity to assist family-owned businesses with their workforce strategy challenges. Learn more about Organizational Architecture’s work here and connect with us on social media on LinkedIn, Facebook, and Twitter. Looking forward to connecting with...

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OA becomes certified as a Veteran Owned Small Business!

OA becomes certified as a Veteran Owned Small Business!

By on Jun 20, 2017 in Blog, Government and Public Sector, HR Consulting, Recognition, Success Stories, Veteran Owned Small Business | 0 comments

We are pleased to share that Organizational Architecture has been certified as a Veteran Owned Small Business.  This program is part of the US Department of Veteran Affairs and ensures that government set-aside funds are awarded to legitimate firms owned and controlled by Veterans. OA participated in a lengthy verification process over several months.  Besides the recognition of being a Veteran Owned Small Business, this certification will help us reach new clients. It will also give us opportunities to work more closely with government and other public agencies. Want to learn more about us and our human resources consulting services? Contact us and check out our blog for more helpful...

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Finding the right people is difficult

Finding the right people is difficult

By on Jun 12, 2017 in Blog, Hiring, Talent Acquisition | 0 comments

In our Human Resources consulting practice, one of the problems clients often share with us is the difficulty they have with finding the right people.  Many times, we find only a haphazard process [or no process] behind their recruitment efforts.  Here are some of the things we uncover: Talent acquisition, or recruitment, only happens when a position is open. That is, there is no real engagement with the labor market other than the times they need to fill a position. Candidate sourcing approaches are inconsistent, or the sourcing methods are not the best for the candidate pool they are trying to engage. There is no clear and compelling messaging to candidates about why they should want to work there. No work has been put into defining what is needed and then seeking that out in the candidate pool. In many instances, companies go back to one sourcing approach, for example posting an ad on their website or an internet job board.  Or they rely too much on employee referrals.  Don’t get me wrong…referrals are a great source and you should use them, just be careful about overusing them to the point that your employees don’t bring the breadth of skills needed for today’s jobs. Here are some of the reasons we find for why the recruitment process isn’t working: There’s no process. There isn’t a defined process for determining headcount needs, much less a recruitment strategy.  This can lead to results no better than random…here you would save a lot of time simply flipping a coin when making hiring decisions. Looking for the purple squirrel. The ‘purple squirrel’ or ‘unicorn’ is what recruiters refer to as the mythical candidate that not only has all the characteristics being sought by the hiring manager, but also possesses others that can be contradictory or well beyond the needs of the job.  Think: CNC machinist with a PhD or the executive-level finance leader who will also be the payroll processor. Not being clear on ‘need to have’ versus ‘nice to have’. People may not distinguish between what is mission-critical [required] in a candidate versus what is preferred [nice to have]. Wasting time on the nice-to-haves can divert you from moving on good candidates sooner....

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People problems rarely “work themselves out” …so how do you address them?

People problems rarely “work themselves out” …so how do you address them?

By on Jun 7, 2017 in Blog, HR Consulting, Performance Management, Performance Management Consulting | 0 comments

When we find a client struggling through corrective action, we show them the process to manage performance effectively so that they can make better decisions about performance management outcomes. If they have not done so, we facilitate a discussion of what is expected of the role, both in terms of job duties and expected behaviors. This often helps the client focus on the specific performance issues. Scan their employee handbook and policies and procedures. Often overlooked, the descriptions of what is acceptable and what is not may be found here.  This helps develop a plan to manage performance and hold people accountable. Uncover exactly what the performance issues are. Are they related to failing to meet key performance indicators, sales or production goals?  Are they violating company policies? Do they behave in ways that are not appropriate for their role? Once the client has defined the issue, we then assist with preparing corrective action tools that can be used in coaching, corrective action, or if necessary, termination,  to ensure the process is firm, fair, and consistent. Managing poor performance is a challenge.  It’s often not pleasant, but if you can save a poor performer by learning to address performance issues clearly and thoughtfully when they arise, you’ll strengthen your business. While it may ultimately require the most drastic action such as termination of employment, in most cases effective performance management leads to performance improvement, which saves time and money on recruitment, training, and maintaining employee morale and productivity. Do you have questions about effective performance review systems?  If you need assistance with this or other human resource needs, contact us and check out our blog for more helpful...

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