Following the appointment of their new Head of Talent, the company began with a major overhaul of the entirety of the learning and development offering. A new company-wide appraisal process and associated documentation was rolled out, in line with the commencement of the new fiscal year. This allowed their L&D team to conduct a full training needs analysis across the company. Their training partner, with Head of Talent, launched a “new starter training programme” for onboarding all new employees. Their mid-level / Senior Consultants were offered a newly designed “advanced sales training course” to enhance and develop their skills, and maximise their potential. Having previously had all management training delivered by external partners, they were able to bring this offering in house and are in the process of delivering a new “Leadership Development Programme” to the entirety of their Management team. They have also assessed and redesigned their promotional process to guarantee transparency and parity at all levels. Their existing competency documents were reviewed and redesigned to ensure complete clarity of expectations for all staff for the level they are currently operating at, but also to convey to them what needs to be done in order to achieve promotion. With this increased investment they are able to create and execute a full L&D strategy, whilst simultaneously being able to create bespoke training packages in house.