Finding great people is futile if you can’t keep them on board. Often clients come to us because they are losing staff and need to replace them. Rather than repeat this cycle, we’ll help you put in place the strategy and processes to motivate and retain your best people
Onboarding
- Are you putting new hires at risk by focusing on their utilisation from day one, without setting them up for success?
- How do permanent employees differ from associates in their expectations when they join your consultancy?
- How should you invest in building your culture to ensure people working remotely feel connected and part of the team?
Rewarding
- What targets should you set for different grades and roles within your team, and how should you reward achievement?
- How should your remuneration strategy evolve as your business matures?
- How can you reward individual contribution within a collaborative, team-orientated culture?
Retaining
- What training and development should you give your people, to equip them with the skills and motivation to succeed?
- How do you identify and develop future leaders?
- Why are people leaving your business?
- What can you do differently at all stages of the employee lifecycle to reduce churn?
Case Study
Benchmarking for clarity, retention and growth
Our Client
- Project and change management consultancy.
- Established team of 35 employees.
- Ambitious plans for further growth.
Challenge
- Seeking clarity on how compensation and benefits compared across the market.
- Inconsistent role definitions and grading, creating unclear career progression.
- Risk of retention issues without stronger organisational alignment.
The New Minds Solution
- Annual tailored benchmarking covering salary, benefits, and role structures.
- Strategic workforce insights to guide decision making.
- Identified role mismatches and advised on adjustments to job expectations and career pathways.
- Surfaced retention risks and recommended actions to strengthen employee experience.
Success
- New grade structure introduced, clarifying roles and progression.
- Stronger internal alignment and improved talent retention.
- Year-on-year recruitment success, even in competitive markets.
- Significant growth supported by a more structured and compelling employee value proposition.
OK, I’m interested. What do I do now?
Perhaps you are thinking about what your organisation structure needs to look like in 12 or 24 months, or maybe you are struggling to hire a key member of your team and need some advice.
Whatever you need, we’ll do our best to help.