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Our Services

Home » Our Services

Since our work with you is based on your needs, our services can vary. The following is just an overview and provides an idea of where we are best noted for excellence. If you need a service that is not mentioned here, please contact Alice Dendinger as she is eager to talk with you about your unique needs, and how she or one of the members of her network can support you in success. In general, we work with strategic management, organizational development, employee relations, team cohesion, mindful communication, mediation and conflict resolution, performance management; and assisting the leaders, managers, supervisors, and direct reports at every level to work better together within your desired culture.

Strategic and Implementation Planning

We often start here with a spirit of inclusion, collaboration and creativity. We support you in writing or clarifying your vision, identifying your values, prioritizing your goals, and establishing an implementation plan of who will do what by when and why and how it will be measured.

A vision is not a hallucination. It is your purpose and what drives your organization forward in alignment. We are trained and experienced in several results-oriented methods which vary depending upon your culture and ways of doing the work of your business. We help align people to work daily with the same map and metrics for achieving goals. This may sound arduous; however, we make it fun and focused. In the past several months, we have perfected this process with the use of virtual meetings and inclusive technology. Clients are amazed at how well it works!

Training, Facilitation and Action Planning

We are not “off the shelf” trainers. We customize every session based on your targeted needs. The goal of training and development is to achieve permanent measurable improvements in performance that have a positive impact on the business results.

Training is not only to have fun, learn something new, and change behavior – though all of that is very important. Training and development must somehow connect with a direct impact on the business. The employee must elevate their personal IOB (Impact on the Business) so the organization gets their ROI – Return on Investment. This is where the art of facilitation enters. Every session is customized and action oriented. Only a trained facilitator can immediately adjust to the emerging and changing needs of the participants. We have extensive experience in facilitating both in-person and online sessions. The focus of our training, facilitation and action planning spans multiple topics such as DiSC® and the entire suite of Wiley Profiles, Five Behaviors of a Cohesive Team®, Productive Conflict, Mindful Communication, Leadership, Organizational Culture and every aspect of human resource management.

Mediation and Productive Conflict in Organizations

The HR Alchemist is a mediator with 25+ years of experience in facilitating the resolution of workplace disputes. Introducing the concept of Productive Conflict into organizations is a passion and purpose. Without conflict, organizations stagnate and there is no creativity.

All humans have varying opinions and points of view. These opposing thoughts and actions can be mean spirited and destructive or a demonstration of harmony and peace. Actually, both of those can be bad. There is no workplace that is conflict free and there shouldn’t be. A workplace where everyone is agreeable all the time and they are “too nice” is also not good. What organizations want is that sweet spot where all employees – at any level – can feel psychologically safe taking part in robust dialogue and discourse to debate ideas and solutions without damaging relationships. If there is an avoidance of conflict, creativity and productivity are also absent. Establishing vulnerability-based trust and productive conflict in organizations are believed to be the foundation of all interpersonal relationships.

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51% are not engaged

These employees are psychologically unattached to their work and their company. They are also on the lookout for better employment opportunities and will quickly leave their company for a slightly better offer. Studies also say that psychological attachment is directly related to the degree of psychological safety which is grounded in mutual trust.

Today in the USA, there are over 14 million vacant jobs. It is a candidate’s market where employers must get very creative in talent acquisition. In HR, we used to say, “Good people do not leave a job, they leave a boss.” In reality, they leave a culture that supports – and rewards – the boss who is not trusted and gets the most complaints.

Do you establish HR practices that optimize the value and engagement of all employees beginning with the leaders, managers, supervisors and employees within every level? Trust, productive conflict, mutually understood agreements, peer to peer accountability and a focus on collective results create cohesion amongst employees.

Many employees would give up an opportunity for more money if they are working in a culture where they feel they are appreciated, personally connected, and valued for their contributions. If you do not believe it, ask your employees if they have ever had a “boss from hell” and if they would go back to work for him or her for more money! Reengage and re-recruit your employees every day. Just imagine what can be accomplished by engaging these employees!

36% of employees are engaged:

Employee engagement is a strong predictor of organizational performance.  It impacts everything including customer loyalty, profitability, sales productivity, production, turnover, safety incidents, shrinkage, absenteeism, quality, employee wellbeing and participation in the success of the business.  In a highly engaged workforce, employees feel valued intrinsically and extrinsically.

They know how much they are compensated, why they are paid what they are paid and what it would take to make greater total compensation. They know the career track in which they are on as it was designed collaboratively with their leaders. They have a purpose for engaging in highly productive outcomes because they feel as if they are a partner in the future of the organization.

The focus is on continuous improvement, and the ongoing education of employees is a priority. Often, opportunity is matched with talent and everyone has a chance to succeed. HR is not viewed as the “HR Cop” but the strategic partner who leads with compassion, humility, empathy and inclusion while at the same time honoring the legal boundaries. Workforce planning makes sense and the right people are in the right positions. If they are not well suited, they can move along the career lattice without shame or embarrassment. Engage the 36% and they are your best cultural advocates.

13% of employees are actively disengaged

These employees may even be sabotaging your business.  Certainly, they create a “social contagion” whereby their unhappiness is spread like a virus to others in the organization. These employees are your contrarians who have miserable work experience and show it in what they say and do – or don’t do.

These are the “turkeys” who hold back the “eagles” who want to fly but begin to resent the fact that the company has found a way to tolerate or work around low performers who get the same rewards. Traditionally, HR Systems make it difficult to transition these individuals either up, over or out. Performance and feedback systems remain antiquated in their authoritative style. Employees do not feel trusted or empowered to make decisions.

Employees who are disengaged may have been the product of poor or outdated HR Systems such as recruiting, selection, orientation, onboarding. No one explains the “do’s and don’ts” regarding culture and they have no sense of belonging. Assimilation to the boss’s work style and expectations, and those of their new team members, is just supposed to happen organically. Leaders, Managers and Supervisors believe clarity, compassion, humility and empathy are for the weak..

Employees become actively disengaged and apathetic. They perfect the art of looking busy yet getting nothing done. Unfortunately, these employees usually stay. How many employees show up to work on the first day expecting to be forever disengaged? They show up wanting to succeed and something happens along the way that creates this disengagement. Examine your HR Systems and Group Culture for possible understanding and solutions to turnaround this group of employees.

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