Cultures influence on effective Business Growth

“For a relatively small business that was growing rapidly, we needed the right partner. The key for us lay in developing a simple framework around a set of preferred behaviours and competencies that enabled us to track performance and motivate staff.

A trusted partner that was able to respond quickly, adapting their solution for our business and rather than simply out of a box meant we needed to choose carefully.

The Transcend team had a good reputation and were known to the management team. They offered a robust solution that was flexible to our needs. It included a consulting team that provided solid tailored support throughout the process, demonstrating a good understanding of our business needs from the outset. “

Ali Sargeant

Improving staff performance to directly impact pupil attainment

“A key benefit of the system for our school, which has such a wide variety of staff, is that it is completely bespoke for us. The culture of a school doesn’t have to be solely about education.

Our school has a strong ethos in supporting its families and so the focus is often on providing an environment in which children feel safe and happy. The learning will then follow more naturally”

Jo Orbell, Headteacher, The Willows School and Early Years Centre

Students Unions: Achieve culture change and performance improvement

“I worked with Paul Glover and the team on a major cultural change project for Sheffield University Student’s Union. Although I was daunted by the prospect of being able to get such a project off the ground, the team made the process seem exciting and achievable…..and the organisation has achieved a lot of change in a short period of time due to the expert approach and input”

University of Sheffield Union of Students

Supportive and proficient performance management system

“We received a very professional appraisal service. This service has been extremely proficient in its operation and delivered the desired systems. In my time working with the team I have found their approach to be of the highest standard and beyond reproach.”

Director of Finance, British Paralympic Association

Working within an agreed Culture

“As part of the World Class Financial Management programme, we turned to Culture to Perform for a fair and rapid way of assessing our workforce. We needed to ensure that we had capable, well-trained staff in the right roles, working within an agreed culture and engaged with us on the multi-year change journey. As a result, we delivered £2m of headcount & efficiency savings, embedded a lasting performance management discipline and targeted our training budget on those things most needed by our staff. We could not have achieved all of this in the time available without an efficient toolsuite and the team’s expertise. This work has been part of an on-going programme of savings resulting in the removal of 50% of overall service costs over 4 years”

Director of Finance, Sheffield City Council

Define Stretching Performance Criteria

“As an international team working with many firms across multiple geographies, we always look for ways to improve our effectiveness and efficiency. We defined stretching performance criteria that meet our needs and then embed those into our employee development lifecycle. As a result, we are a stronger team with each of our team members clear on their role in our collective success”.

CEO, RSM International

Support the achievement of Investors in People accreditation

“The solutions and assistance that we received were efficient and cost-effective. We have achieved significant culture change, built a capability framework and implemented consistent performance management, all without the need for internal HR-resource and associated costs. Additionally, the Management Information that came from the process has helped us to stand back from the administrative process and focus on the longer term development of the Students’ Union and its staff.

The ultimate endorsement of our partnership working was achievement of the Investors in People Bronze award in December 2012, in which we were recognised for the quality and impact of our performance management systems and processes despite them being less than 12 months old.”

Salford Students’ Union

Bringing low-cost HR structure to a growing oprganisation

“At a pivotal time in our business, we were doubling in size and moving to a more formal organisation structure. We needed help to create clarity in the business about expectations of our people, define what good looks like and formalise objective setting to help everyone focus on achieving things that bring business value.”

HR Director, CSquared

Increase visibility of employee performance data

“We worked together to enhance the work we had already done to define Values & Capabilities and then deliver this in an easy-to-use 360-degree feedback module. This has proved invaluable in giving us an overview of employee performance across the board.”

Head of Training & Development, Lloyd’s of London

Save costs in the delivery of 360 feedback

“The value-add that we received was strong experience of management competencies in the public sector and a seamless web-based 360-degree feedback process. It gave us an instant overview of people performance across the organisation, whilst also saving costs as it required no internal administration resource.”

Head of Learning & Development, Department for Business, Innovation & Skills (BIS)

Performance Management & 360 Feedback

“Gerrard utilised the Capability Profiler module to build a set of behavioural competencies for all staff across multiple locations in the UK.

The Performance Reviewer module was then used to conduct performance reviews that focus on individual competency as well as performance against objectives and long-term career ambitions.”

Gerrard (part of Barclays)

Capability Profiling & Performance Review

“Edison Learning works in partnership with State Schools and Local Authorities to create new and better ways to service young people’s needs.

Edison staff utilised the technology modules to design a role-based capability framework for their own staff and then manage their annual performance appraisal process online.

In addition, a number of Edison’s client schools utilised a tailored version of the Performance Reviewer module to measure performance and facilitate ongoing professional development of Teachers.”

Edison Learning

Competency-based Progression

“Suffolk County Council redesigned their approach to pay so that progression through the grades was based on performance and the individual’s ability to meet job standards, rather than length of service.

The County Council decided to link pay to performance through the use of competencies, as they felt that a more flexible and performance-based reward system better supports the improvement agenda within the council. In addition, they found that a competency-based approach aided effective workforce planning and development.”

Suffolk County Council

Capability Profiling & Performance Review

“As an organisation that takes pride in its service to customers but also needing to demonstrate the skills and competencies of our employees to the Financial Conduct Authority, the ability to define and measure these factors was becoming increasingly important. We chose our partnership model because their modules enabled us to implement an effective method of delivering a tailored competence based performance development and review process in an easy to use web-based package. Throughout the project, the support and knowledge we tapped into were invaluable.”

“The flexibility of the modules allowed us to start by developing our competency framework and then move into a full competency-based appraisal system in a matter of weeks rather than months.”


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