Author: kbAdmin

Employee retention: Do you have a good forecast on how your company will weather the storm of the Great Resignation?

The statistics are powerful- according to a recent report out from CNBC, roughly 1 in 3 workers are now considering leaving their job. The estimated cost of a valued employee leaving your organization is estimated to be one and one half times their salary.  The dollars add up not to mention the impact on your customers. At M3, we see the tremendous concern and overwhelming challenges organizations are experiencing recruiting and retaining top talent. Never have we experienced such a radical change in the workforce and the M3 team felt compelled to shift the outlook for struggling leaders, giving them the tools they need to tackle the challenges of these times.   

At a time when a guiding compass is needed most, we’re applying our research and team of experts to create Workforce EQ, a new service that provides companies with a proven method to identify gaps that may lead to talent loss or team burnout. Workforce EQ is a powerful tool that goes beyond resources and surveys, coupling a leader’s care and concern for their team with top HR leaders that will be a key partner in guiding organizations through such challenging times.

Why investing in your employees saves you money over time:

How do we create a plan:

With Workforce EQ clients will have a trusted neutral partner to uncover those areas that are not coming up in engagement surveys and internal meetings.This new service analyzes performance in the key areas that affect recruitment and retention and creates a custom action plan.

We review your company’s current approach to the following areas:

  • Talent acquisition and retention strategy
  • HR capabilities
  • Leadership development
  • Internal policies and procedures for hybrid, remote, and/or in office work
  • Organizational effectiveness in fulfilling your mission and core values

Workforce EQ helps companies understand their greatest opportunities for improvement and then matches them with an HR expert to tackle these areas, leading to higher levels of recruitment, engagement and retention.

How to start planning today:

Schedule an initial meet and greet with Mary Malone at http://eq.m3placement.com/

Christina Carroll || HealtheConnections

We are incredibly mission driven, so finding individuals who are the right fit for our culture is the most important part of our talent acquisition strategy. Finding the right recruiting partner was no different! M3 immediately understood our culture and team and goals, even new hires thought M3 had been working with us for years. That’s how well they knew us and were able to represent us. We consider partners like M3 a part of the team – they even have a place on our org chart. Their commitment to understanding who we are and what our needs are is the best part of working with them.

Blair Jones || Semler Brossy Consulting Group, LLC

The M3 team is incredibly action oriented in their efforts to get to know us – from the start of our engagement they really wanted to understand what differentiates us so that they could be a better advocate for us in hiring the right people. Even once the candidates were hired they followed up with them again to make sure it was a good fit and later down the road, they celebrated the promotions and advancements of those candidates within our organization. It feels like their team is really part of our team. 

Nicholas Alger || Managing Director of Operations, Workforce, Technology, and Facilities, NYSTEC

We have very strong values at our organization and we really wanted to partner with a company that had similar values and cultural alignment for our specific HR needs. The professionals at M3 that we have worked with over the course of the last few years have been professional, personable, and highly knowledgeable. They have brought a lot of expertise to the table and have integrated with our own team internally, developing strong relationships and bonds with our team. No matter what the HR challenge has been, Mary Malone and her team can always align us with someone who has that expertise we need.

Gar Grannell || Mohawk Global

When we were searching for a new executive leader, we had ideas for our position and, after talking with Mary Malone we were able to create a position that served our company in a much more holistic way centered in our vision, purpose, and core values. Mary Malone and I both have a passion for Conscious Capitalism so she was able to take this and what she knew of my leadership philosophy and our company culture and add another dimension. So much of M3 comes from Mary Malone’s heart, she believes passionately about the work that she does and the team she leads. Her team is so authentic about caring about people and for people.

Amanda Monthie || Plug Power

The M3 team has spent so much time with us- finding out what’s important to us and our culture- in order to find us new talent. They use their expertise to guide and advise us to make great business and talent decisions, which allows us to take our organization to the next level. The team has a down to earth, authentic communication style and they have blended so well with our TA group that we truly think of them as an extension of our team. They are genuinely good people who put their customers and clients first and make sure you really are taken care of. It’s a pleasure to work with such a people driven organization.

Alan Leist

As we have grown, finding new talent has been a top priority, especially finding talent that is also a cultural fit. Mary Malone and the M3 team have been personally invested in our success. They have such a high level of care for our team and our success- they truly act as an advocate for our organization. As an expert in human resources, they have led, managed, developed, and encouraged our professionals. We were honored to be voted as a best place to work in the country for financial service providers our size. We attribute that in no small part to our partnership with Mary Malone and M3.

Anne Rush || Senior Consultant

Anne Rush is passionate about providing flexible work solutions by connecting independent talent and companies.

As the Founder and CEO of Elasta Jobs, Anne believes that freelancing will play a key role in the future of work as it offers strong benefits to freelancers and companies alike. At Elasta Jobs, Anne believes in providing simple and direct access between freelancers and companies at a fair price. 

Before launching Elasta Jobs, Anne gained experience in Talent, Operations, and Technology Product Leadership. She started her career in HR, holding a variety of roles including HR Operations, Employee Relations, and Recruiting. Anne worked as a Talent Advisor to Executive teams and eventually led HR teams who supported organizations of 2,000+ employees. After finishing her Masters in Management at Harvard University, Anne moved to the business side of Liberty Mutual where she oversaw several Operations teams. Anne brought her business expertise back to the Talent space in roles responsible for strategic and financial planning as well as global teams responsible for the digital employee experience. The knowledge gained through these roles positioned Anne well to start Elasta Jobs, a business focused on creating mutually beneficial solutions for independent talent and companies.

Anne is also passionate about mental health awareness and de-stigmatization. She is proud to serve on the Board of Advocates for Bay Cove Human Services; a non-profit specialized in helping people with developmental disabilities and mental illness.

Amanda Roy || Senior Consultant

Amanda is a dynamic HR leader with extensive experience as a strategic partner and trusted advisor to senior leadership with a passion for designing and executing talent and culture related initiatives to enable the business to meet its short and long-term goals. Amanda received her bachelor’s degree from Boston College and her MBA from Babson College.

Throughout her career, she has held multiple HR Business Partner roles working with senior leaders in functions including finance, investments, operations, risk management, and sales. As a HR Business Partner, she partnered with executive leaders and their teams to drive talent strategy in the areas of organizational effectiveness, strategic workforce planning, talent management, culture and employee engagement, diversity, equity and inclusion, leadership and employee development, and performance management.

In addition to her HR Business Partner roles, Amanda also held the role of Campus Recruiting Manager where she had the opportunity to design and launch a centralized campus recruiting function for the B2B business unit. In this role, she was responsible for creating the strategy, organizational structure, and standard operating procedures for the newly created team as well as the change management and communication strategy to ensure an effective roll out and streamlined experience for hiring managers and candidates. Due to her success centralizing campus recruiting, she also served on the leadership team centralizing all recruiting within the business unit.

Most recently, Amanda was the Director of Leadership Development Programs where she was responsible for transforming the delivery of corporate-wide early career rotational and DEI leadership development programs by centralizing the management of 14 programs within her team.  Amanda and her team partnered closely with talent and business leaders to create the short- and long-term strategy for each development program including identifying and anticipant hiring and capability needs for both now and in the future. She led a team of 20 program managers and specialists focused on delivering best-in-class programs, including mentorship, sponsorship, coaching, networking, professional development and short-term assignments. In July 2021, Amanda started her own consulting business where she supports organizations by reviewing organizational talent practices to identify areas of strength and opportunity. She has a passion for helping organizations to design and implement talent solutions to best enable the organization to meet its business goals through hiring, engaging, developing and retaining talent. Her expertise is in the areas of leadership development, diversity, equity & inclusion programs, talent management, employee engagement & culture, employee development, talent analytics & measurement, and performance management.

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