Returning to the Office the Right Way

B|G utilized various research methods to better understand the needs and aspirations of the organization which included the most powerful workforce engagement tool:

• Analysis and insights surrounding activity, behaviors, culture, and insights were collected through Reworc.
• B|G conducted external research on competitors and key trends in their market and nationally.
• B|G interviewed and surveyed all members of the organizations to understand their perspective of the current state and future goals for the organization.
• The agency’s customers were interviewed to identify their needs as the agency sought to continue to grow.
• A summary of findings was delivered to the leadership team and the full organization to establish a common understanding of their internal and external environment.

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B|G utilized findings from Insight to deliver a series of ideation to activation sessions which resulted in leaders developing quantum leap goals:

• B|G worked with the leadership team to distill insight findings into key themes in which the organization would focus.
• Leaders prioritized the themes and determined financial growth, high-performing culture, and efficiency would best support their continued success.
• B|G assigned leaders into teams to draft goals aligned to each of the focus areas.
• Development sessions were led with each team to identify the scope of the goal, key milestones, project teams, expenses, return on investment, etc.
• Teams presented their goals to their peers to solicit additional ideas and feedback which resulted in refinement of the goals.
• Project roadmaps were established to understand execution timing and project dependencies as work returned to the office.

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B|G supported the organization as goals were communicated to stakeholders and teams began executing projects on the goal roadmaps.

• B|G coached leaders to integrate team members into the initial execution of project roadmaps.
• The project management office was engaged to support ongoing management of projects to reach goals.
• Key performance indicators were identified for each goal including metrics derived from Reworc’s platform.
• A series of workshops were hosted with senior leadership in an effort to create a higher performing culture.
• B|G supported series of presentations delivered to the full organization to create buy-in amongst team members and generate excitement for the goals.
• Employees were highly engaged and actively involved in the execution of goals as work returned to the office.

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The goal-setting process kickstarted much needed transformation within the organization and enhanced the leadership team’s work dynamic:

• Leaders could more effectively communicate the need for change across the organization.
• The full organization had greater confidence in the direction of the organization and their role to achieve success.
• A higher-performing culture with greater accountability was created through the goal-setting process.
• The agency' workforce was more engaged and motivated to execute goals as employees returned to the office.
• Leaders saw a decrease in transactional activities and a much-needed change in the way in which they collaborated: “I found your process invigorating and it changed our Leadership Team’s dynamic.”