Case Studies - Pennycuick Consulting

Financial Services

Pennycuick Consulting was engaged to evaluate the onboarding process for the SA division of a national financial services organisation. Through a series of interviews and focus groups it was determined that several changes would benefit the recruiting, selection and induction process. These included changes to the assessment centre process, improved communication with candidates, a more interactive induction process and performance management initiatives. As a result of these changes the organisation reduced the average time for new financial consultants to become 100% productive and improved its retention rate.

State Government Agency

Pennycuick Consulting conducted an employee survey which revealed a high level of dissatisfaction with the Executive Director’s leadership style. As a result, Leigh was engaged to coach the Executive Director over a period of six months and develop a behavioural change program which included building self-awareness, managing frustration, delegating and recognising good performance. Following the coaching period, a review found that employees working under this person were more engaged, had developed greater trust and reported improvements in communication.

Not-for-Profit Organisation

The Chief Executive engaged Pennycuick Consulting to help him understand what employees thought of their employment experience and identify opportunities for improvement. Using an employee survey, Pennycuick Consulting was able to report that while there was a reasonable organisational climate within the organisation, bullying and work-life balance were significant issues. As a result of these findings, rostering, staffing and the process for reporting and dealing with bullying was reviewed and conveyed to staff. The outcome was a decline in employee turnover.

Local Government Council

Pennycuick Consulting was engaged to evaluate the workforce’s response to an amalgamation and ongoing organisational change. Biennial employee surveys, focus groups and interviews uncovered several issues which enabled the organisation to develop and implement a range of communication, training, and health and safety initiatives. The outcome was improved employee engagement, improved perception of job security, better working relations between departments and increased satisfaction with health and safety conditions.

Construction Company

Pennycuick Consulting was engaged to investigate a decline in productivity within the administration team of a national construction company. A combination of conflict resolution training, mediation, and action learning with the team was used to collaboratively identify issues and develop solutions. After a period of time, a formal review found that relationships and productivity had improved within the team, which was now able to identify and resolve concerns before they became a real issue. Another outcome was an increased level of respect for the administration team from other areas of the business.

Transport Company

A 40% employee turnover in a key occupational group was causing low morale and making it difficult for this national company to deliver contracts. Senior management required a clear understanding of the reasons for the high turnover and engaged Pennycuick Consulting to conduct extensive interviews and a survey and provide an objective “cut-to-the-chase” report. Leigh held a debrief session to present his findings and recommendations to senior managers and gain their support to implement several significant changes, including engaging the workforce on an ongoing basis, a revised pay structure and a commitment to training and development. Within one year, employee turnover had decreased significantly and many employees who were considering leaving the organisation prior to these changes decided to stay.