SERVICES
Take a look at some of the questions answered for previous organizations
Predictive
Modeling
What data do we need to collect for driving predictive models that we plan to use for comparing workforce planning and staffing strategies?
Strategic
Workforce Planning
What factors are contributing to our employee turnover and do those factors vary across different workforce segments?
Leadership and
Job Performance
What challenges surrounding managers are preventing them from becoming more effective leaders? Are there specific competencies that factor into overcoming these challenges? Or does it have more to do with external influences or work resources we can provide to better support emerging leaders?
Employment
Discrimination & Social Justice
Are there any racial, gender, or socio-economic disparities in our talent management practices? What can we do to minimize these disparities to deliver on our corporate mission of a fair and equitable workplace?
Survey
Research
How do our employees perceive our corporate culture? How can be boost employee engagement in our office?
Program
Evaluation
What KPIs can we track against to show the impact our HR programs are having within the organization? Where can we create efficiencies in our HR processes to improve the quality of services we're providing employees?
OUR VALUES
Leading to exceptional performance and customer fulfillment.
Evidence-based
Collaboration
Results-driven
Curiously
ABOUT CHRIS
Chris Sanders directs research teams and designs studies around workplace behavior. His expertise is in designing, delivering and evaluating organizational development initiatives and programs. By framing questions around human capital management, he’s been able to help organizations generate data-driven strategies in helping them achieve their business goals.
CHRIS SANDERS
INDUSTRIAL ORGANIZATIONAL PSYCHOLOGIST
15+
years of management consulting experience
$825M+
in contract vehicle revenue managed
60+
client
engagements
OUR PROCESS
Chris follows a five-step approach in providing expert guidance throughout the project life cycle
Step 1
Identify
Goals
During the initial meeting, desired goals and outcomes are established for shared understanding
Step 2
Develop
Strategy
A project plan and timeline for the research study is developed – including plans for data collection, analysis, communication, and reporting key insights
Step 3
Deploy &
Monitor
Progress
Once the project plan is approved and underway, progress is monitored and reported out at weekly meetings
Step 4
Analyze &
Interpret
Once the study closes, the data collected are analyzed and a report is generated outlining key findings
Step 5
Key Insights
& Recommendations
A meeting is conducted with organizational leadership and stakeholders where insights are shared and recommendations for next steps are presented
TESTIMONIALS
I’ve been very pleased with the results Chris brings to our projects. His expertise in survey design and statistics have been a great asset and I would recommend him (and have) if you’re looking to gain more insight into the employees at your company.
I brought Chris on as a subcontractor for my company as part of a 3-person team serving a highly visible federal government client. He’s a self-starter on steroids! Chris is very versatile and has a solid sense of overall business practices that allows him to effectively interface with a wide range of stakeholders. I would absolutely work with him again.
Chris brought a sense of trusted leadership to the team. His passion for the work, decisiveness, and dependability is why I always recommended him to others.
We brought Chris on to help manage several talent management challenges. He helped us to see how our issues with employees leaving, our pre-hire selection process, salary structure, and how we evaluated employee performance were all related. He came up with a strategy for us and helped our team get through a difficult time.
