SOLUTIONS: Organziations

Appeal to a multi-generational workforce in new ways

Career Revolution’s programs are good for ORGANIZATIONS who:

  • Want their talent programs to be relevant to the changing workforce and a new generation of talent.
  • Are challenged to engage, develop or retain top talent.
  • Want to create or maintain a culture of collaboration and innovation.
  • Are competing in their market or region to attract talent.

Programs & Tools

Recruiting & Selection

Are you attracting the best talent available? Do your managers know how to interview and select candidates who fit into your culture?
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When new employees start with your company is their experience aligned to your employer brand? How long does it take to ramp new people up?
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Learning Strategy

Are your learning dollars aligned to the needs of the business? Do your learning offerings appeal to a new generation of learners? Does it address mindset gaps as well as skills set?
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Performance Management

Are your organizational goals easily translated into team and individual goals? Are you rewarding the “right” behaviors? How well do your managers execute ongoing performance conversations outside of the official review?
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Talent Planning & Development

What leadership behaviors are most important to your organization today and in the next 1-3 years? Which employees demonstrate them? Which have the potential to? What kind of development do you offer to get them to the next level?
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Succession Planning

How strong is your leadership bench strength? Do you have a strong pipeline for critical roles? Do you buy or build talent?
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Career Revolution has helped me better understand how to optimize and engage a new generation of workforce as a competitive strategy in transforming our business for the future.
Camille Gaylor – SVP Talent & Transformation, Sony


The workforce has changed. Managers are being asked to work in flatter structures and be able to quickly adapt to continuously changing business conditions. As they strive to lead themselves through change, they are also held accountable to lead others through transition and align them to organizational values and goals.
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Emerging Professionals

Whether new college grads or those further along in their career, employees are reporting challenges in understanding how their skills fit into the larger mission of the organization. In turn, organizations are reporting ongoing challenges with what they perceive as declining engagement as well as millennial entitlement and lack of focus.
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Teams are more important than ever because the way we do business has changed. With fierce competition at the forefront of every executive’s mind, getting results requires more collaboration and innovation than in the past.

Today’s teams can be problem solving power houses leading the way for true innovation. This means that the organizations with real staying power are fueled by well-run teams.  Whether forming a new team, adding a new leader or merging teams, learning to leverage individual and team strengths can make all of the difference in accelerating business results.
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As companies become more connected and diverse, they are also shifting their talent strategies to appeal to a multi-generational workforce in new ways. Attracting and retaining top talent, building leadership bench strength and keeping employees engaged are challenges at the forefront of the minds of most organizations.
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