TRC Improves Time-to-Fill, Employee Engagement and Creative Problem Solving for Multinational Tech Company

The Challenge

The Light Industrial Division of a Multinational Technology Company TRC’s client was working with an agency that had an extended time to fill openings, weak employee engagement, limited performance management, and a more reactive than problem-solving approach. Once TRC won the business, our experienced team substantially improved fill time, implemented an extensive employee engagement and retention strategy, and placed a team with industry experience on the floor.

TRC’s client was working with an agency that had an extended time to fill openings, weak employee engagement, limited performance management, and a more reactive than problem-solving approach. Once

TRC won the business, our experienced team substantially improved fill time, implemented an extensive employee engagement and retention strategy, and placed a team with industry experience on the floor.

The Solution

1. Placing an On-Site Implementation Team. The first step was to replicate our proven on-site model by hiring a site manager with TRC experience. The manager provides ground-up information and strategic thinking to serve the client best while saving time and money.
2. Proactively Solving Problems. The TRC site manager and the full team took a proactive approach to identify and mitigate the client team’s challenges. This included streamlining the hiring process resulting in a reduced time to fill jobs, implementing a performance management system with clear benchmarks, and providing expertise and guidance from the experienced industrial and on-site support teams.
3. Streamlining the Payroll Process. Prior to TRC, there was a disjointed payroll process that culminated in extensive human error. TRC recognized the lack of efficiency and scheduled meetings with site leaders, the IT group, and the previous vendor in order to identify the specific inefficiencies. From there, we came up with a solution that streamlined the payroll process and eliminated some of the steps in the process, which significantly reduced errors.
4. Implementing an Employee Engagement and Retention Strategy. TRC identified a need for an employee recognition and engagement program that would boost employee morale. This solution included events, activities, the celebration of birthdays and anniversaries, celebrating “catching people doing things correctly,” small monthly appreciation goodies, and bonus gifts. This approach showed the employees it is a true partnership, and that everyone’s hard work is valued.
5. Significantly Reducing Turnover. TRC created a coaching and counseling program that included surveys, soliciting feedback from the employees and their managers, a standardized employee review process, and a genuine partnership approach that proved we recognized their contributions and listened to their feedback. This led to a satisfied, loyal, and engaged workforce proud to be a part of the team and a decrease in turnover.