In the realities of today, we firmly believe that only organizations that treat development as a continuous process can survive and grow. In rapidly changing environments, the systems within companies quickly become outdated and fall short of responding adequately to both internal and external challenges. From our vast experience, we have learned that existing organizational systems often hinder the development of employees, preventing them from fulfilling their potential. For example, a system may be insufficiently motivating. Meanwhile, in other cases, the company may have reasonably good systems in place (such as a compensation system) and conduct training, but is still ineffective, leading to neither growth nor employee satisfaction.

There may be several reasons for this: an employee may not be filling the role/position that best fits their abilities and experience, may not share the organization's culture and values, or may simply be underinformed. In addition, even though individual systems may be in good condition, the overall organizational framework may not have been satisfactorily established

Crucially, organizational systems need to be reviewed or changed if a company exhibits at least two of the following:

• High turnover rate and difficulty in recruiting and retaining team members.
• Lack of transparent communication among employees, as well as insufficient and/or uneven awareness of company events and plans, and representatives of the organization demonstrating a silo mentality.
• Low employee motivation, productivity, and efficiency, and high dissatisfaction as much of their energy is spent unproductively on frequent disagreements, competition, and conflicts.
• Lack of new ideas or limited willingness among staff to take responsibility for completing ongoing projects.
• Delays in the decision-making process.
• Lack of knowledge sharing and absence of the practice of mentorship.
• Organizational systems that are difficult to manage, a lack of digital platforms, as well as complex and cumbersome personnel management processes.
• The existence of a gap between employees' skills and the organization's needs.
• Decreasing employee engagement indicators and an increasing absenteeism rate.
• Poor company performance with respect to KPIs, ROI, employee and customer satisfaction, profitability, and growth.

How do we work?

For us, the development of people and organizations is driven by a unified system that embraces the company's vision, ambitions, strategic goals, and values.

We know that every organization is unique. Therefore, at the initial stage, we consider it important to re-evaluate the aspects central to a unified system together with the management team. This process includes desk research, simplified workshops, and work meetings. Furthermore, to gain deeper insights, ACT conducts an HR audit entailing the analysis of internal documents, HR policies, processes, organizational structure, job descriptions, and internal regulations.

Our approach to workshops is holistic, meaning that we involve dedicated professionals to analyze the given problem from different perspectives. Essentially, our solutions and recommendations are based on data-driven decision making (DDDM).