Case Studies


How, developing middle management of a research and analytics company’s workforce, enhanced engagement and reduced attrition by 40%

  • An established research and analytics company in Pune, in its most critical growth phase observed huge amount of attrition to the extent that it started impacting the work adversely
  • Due to attrition, the trust and faith, people had in their managers was depleting leading to a stressful, tension filled environment
  • The company relied on expertise of its people to deliver value to their clients, hence retaining the expertise was important for success of clients and eventually for the organization as a whole
  • Our approach was holistic, and we tried to understand where the actual challenge was by interviewing and assessing the environment
  • .We assessed the organization through a series of questions and frank and open dialogues with the key leaders in the organization
  • The key insights gathered gave us a good understanding of the culture of the organization and the role it is playing in the overall attrition
  • Targeted intervention was designed and executed for middle management
  • We designed a program for the middle management’s competency development, who were the key leadership contact for most of the people and were sufficiently empowered to take decisions at their level
  • We worked towards developing a will in people to play the role of people manager and not just be a functional manager
  • We supported the middle management to adopt to new ways of operating/interacting in the given cultural setup and with the given rate of growth of company which lead to huge work loads.
  • The most significant impact of the program was seen where the attrition of the organization was significantly contained and reduced by 40% in about a years’ time
  • The middle management was able to use their emotional intelligence much better to address team level challenges
  • The middle management group was privy about their role as not only a functional manager but also people managers
  • Middle management demonstrated signs of developing ‘Growth Mindset’ that showed in their ability to adapt to organizational changes faster and them becoming an agent for driving positive change in their team and organization
  • The effort gained more impact as the leadership of the organization introduced an organizational process that supported the adoption of learnings from the program more effectively