Case Studies

Case Study: Transforming Rewards to Win in a Competitive Tech Talent Market

Client Situation

A high-growth tech company was thriving on innovation but struggling to compete for top talent in an aggressive job market. While they offered competitive salaries in theory, they lacked a strategic total rewards framework, and with no standardized job leveling or clear career progression, decisions on pay and promotions often felt inconsistent. This created risks for both talent attraction and retention.

Our Approach

Partnered with the leadership team to design and implement a comprehensive total rewards program that would:

• Strengthen competitive positioning in the market

• Ensure fairness and transparency in pay decisions

• Create clear career pathways to support internal growth

The first step was building consistent job descriptions and job leveling matrices that provided a data-driven foundation for hiring, compensation, and promotions. These tools not only established internal equity but also gave employees visibility into how they could grow within the company.

Knowing that adoption would make or break the effort, I led change management initiatives to communicate the program across the organization. This included tailored communications for executives, managers, and employees, explaining the “why” behind the changes and how they would benefit both individuals and the business.

Results

• Improved Talent Attraction – Competitive positioning helped the company secure top candidates who might have otherwise gone to competitors.

• Boosted Retention – Clear career pathways and transparent pay practices, built trust and reduced turnover risk.

• Enhanced Internal Mobility – Employees understood how to move into new roles, creating more growth opportunities and reducing the need for external hires.

• Long-Term Scalability – The total rewards framework became a foundation for future growth, acquisitions, and market expansion.

The program not only solved the immediate problem, it shifted the company’s culture toward equity, transparency, and opportunity, reinforcing its reputation as an employer of choice.

Key Takeaways

• Transparency builds trust — Employees stay longer when they understand how decisions are made.

• Structure fuels agility — Clear frameworks speed up hiring and promotions while maintaining fairness.

• Change management is non-negotiable — Even the best-designed programs fail without effective communication and adoption.

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Case Study: Driving Performance Excellence in a Sports & Entertainment Company

Client Situation

A leading sports & entertainment company recognized the need for a more structured approach to performance management. While the organization had a passionate workforce and a winning culture, its performance processes were inconsistent. Goals were often informal, feedback was sporadic, and professional development lacked a unified framework. Leadership wanted to elevate performance, align individual contributions with strategic objectives, and strengthen the culture of continuous improvement.

Our Approach

Partnered with senior leadership to design and implement a comprehensive performance management framework that integrated:

• Goal Setting – Clear, measurable objectives aligned with organizational priorities.

• Development Coaching – Structured conversations to build skills, capabilities, and career growth.

• Feedback Mechanisms – Continuous feedback loops to reinforce strengths and address areas for improvement in real time.

To ensure the program’s success, I developed and delivered targeted training for leaders and employees, coupled with a strategic communication plan that outlined the “why” behind the changes, set clear expectations, and encouraged active participation. The rollout emphasized that the framework was not just a compliance exercise, but a tool for individual growth and team success.

Results

• 90%+ Manager Adoption – Leaders actively engaged in goal setting and feedback cycles within the first year.

• Stronger Alignment – Individual goals directly tied to business objectives, increasing accountability and focus.

• Boosted Engagement – Employees reported greater clarity on expectations and opportunities for growth.

• Culture Shift – Feedback and coaching became part of daily leadership behaviors, fostering a performance-driven environment.

The new framework not only improved individual and team performance but also helped the organization create a sustainable performance culture capable of adapting to the fast-paced nature of the sports and entertainment industry.

Key Takeaways

• Clarity drives performance — Employees perform best when they understand how their work connects to larger goals.

• Coaching is a game-changer — Development-focused conversations strengthen engagement and retention.

• Communication sustains change — Transparent, consistent messaging ensures adoption and long-term success.