Clients from All Around the World

Equipping people and organizations to unleash sustained performance.
Amid today’s workplace and talent revolution, organizations need the ability to transform again and again.

Success relies on your most critical resource—your people—with the backing of the right structures, systems, and skills.

McKinsey’s People & Organizational Performance Practice helps you create an organization and make the best of your people so you can realize your strategy today and sustain performance in the future.

HOW WE HELP CLIENTS

Culture & Change
Drive lasting improvement in performance and organizational health
Diversity, Equity & Inclusion
Build and empower a diverse workforce
Enterprise Agility
Adopt more agile ways of working across the entire organization
M&A
Maximize success of seamless, value-creating transactions
Organization Design
Integrate structure, process, and people for holistic impact
Talent
Establish a talent-first organization

Pandemic-style working from home may not translate easily to a “next normal” mix of on-site and remote working.
For this reason all Multinational Companies preferring Employees from Remote Locations with Same Salary Package.

As the pandemic begins to ease, many companies are planning a new combination of remote and on-site working, a hybrid virtual model in which some employees are on premises, while others work from home. The new model promises greater access to talent, increased productivity for individuals and small teams, lower costs, more individual flexibility, and improved employee experiences.

Now is the time, as you reimagine the postpandemic organization, to pay careful attention to the effect of your choices on organizational norms and culture

FEATURED CAPABILITIES

Organizational Health Index

Put hard numbers and improvement actions on your organization’s health

Academy

organizations equip their people with the needed skills to achieve and sustain transformational impact.

Connected Leaders Academy

Advance racial equity by investing in future leaders

Build

Build winning leadership teams

OUR APPROACH

Today, getting the right people to work in the right ways is harder than ever. Often, making change happen is treated as discrete challenges rather than addressing the ecosystem of your organization. From your employee value proposition to your operating model, every part of your organization needs to be set up to enable talent and drive momentum.

FEATURED CONTENT

Leadership Journey

In our new interview series, participants from the private sector, academia, the arts, and other walks of life reflect on the people and experience

Organization

Short and snackable insights on topics related to people, talent management, organizational performance, purpose.

Talent

Helping you navigate a fast-changing landscape and prepare for the future of work by making talent a competitive advantage

Connect with our People & Organizational Performance Practice

Working remotely has a lot of perks, both for a company and its employees. Employers save money by avoiding the expenses that come with a traditional office and can choose the best people for their team regardless of their location. Remote workers get to enjoy more flexibility, get rid of the annoying daily commute, and spend more time at home with their families.

Although many organizations already saw these benefits and were trending toward remote workforces, the coronavirus pandemic forced others to abruptly shift to a work-from-home model (even if they didn’t want to). With this came several new challenges. A primary one being a lack of perceived connection. However, there are several tools and strategies you can implement to help your remote team feel more connected.

Building strong connections is a key part of building a strong business. Here’s how to make your remote work team feel more connected.

1. Keep an open line of communication.
One of the most effective ways to make your team feel connected is to make them feel heard. Keeping an open dialogue of constant communication and feedback is important for every company, especially those with remote workforces.

2. Provide honest, frequent feedback.
Another way to improve employee engagement and connectivity is by offering frequent feedback. Feedback is a great way to not only show your remote workforce that you are paying attention to their contributions.

3. Use collaboration tools.
Your remote workers need to be able to easily communicate with each other. Sending off an email and waiting to receive the response just won’t cut it in today’s work environment.