Working with a Consultant (For the 1st Time)
(This came to me from a VP of HR anonymously - Steve)
We're considering bringing on a consultant to help us with the development efforts of our employees. This isn't coaching per se. We want to have someone help us assess where we are and help identify what opportunities we have for people individually and collectively.
We haven't sought the services of a consultant in the past in these types of areas. We want them to come alongside and work with us - not just offer an off-the-shelf model or approach.
What things should we ask? How do you benchmark the investment cost and the ROI? Are there watch-outs to consider?
I'd like to hear from other HR practitioners about the process you have used. I know that there are unique "it depends" factors that would need to be looked at. But, in general, can you please tell me how you have approached using consultants?
Thanks for any input you can give.
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Happy New Year
As a practitioner in the field and a current consultant I know what it is like to try to have the best partner when approaching this work.From my experience here are a few areas that are important to look at.
1. Review for yourself:
- As you begin it's important to first evaluate what your key needs are.
- Start with prioritizing the areas you a) need to start and then b) would like to get to. If you are focusing on Talent, will training be the best place or is there a need for a ORG/HR or Cultural audit to identify the important areas?
- Will budget be a factor? Is there a need to involve other departments that will have full involvement or only be able to get involved sporadically (which could lengthen or shorten your efforts)?
- When you start, when will the initiative need to end?2. Questions for a potential consulting partner
- Do they have a methodology when approaching similar projects, departments and teams?
- What experience do they have in your industry, type of company, in working across the organization hierarchy, etc and will that be important to have (it's always a nice to have but not always a requirement)?
- How do you communicate with various stakeholders and levels tied to the project?
- What offerings do you have that fit what you have heard about our (you) needs?
- What is the consultant's style and what is important to you as an organization outside of the focus project areas?3. ROI
ROI for working with a consultant, you need to calculate the total cost of their services (including fees, travel, and any implementation costs) and then compare that to the measurable benefits (time, cost or engagement results/savings) they deliver
- What tools or measures do you or the consultant have to track or state progress?
- Is cost an issue or is there a higher need for outcomes?
- When evaluating costs for a partner it's better to look at 'value' provided. i.e. If you are needing a $100k savings or impact, a $15k-$25k consultant costs is good value.
i.e. ROI = (Total Benefits - Total Cost) / Total Cost x 100%Of course there are many more areas and questions that you may need to address but hope this is a helpful start for you!
If you are evaluating a consulting partner, please feel free to connect and we can discuss to see if it might make sense to work with each other.
https://tinyurl.com/FOCUSConsulting-ScheduleHave a great new year!
Benjamin McCall
C: (513) 278-7353
Schedule Time To Discuss Your Needs
https://www.linkedin.com/company/focus-consulting-partners/
