Develop and accelerate your workforce
Eagle Hill helps you stay ahead of changing industry demands by continually developing your available skillsets. With an eye to long-term sustainability, we put in place workforce development solutions to identify and develop smart, adaptable people with the desire and the drive to stay relevant. We help you bring out the best in your people—driving long term success for your employees and your organization.
What we do
Empowered workforce development consulting
What can you do to help your employees stay ahead of the curve? And how can organizations bring out the best in their people?
Eagle Hill helps you put workforce development strategies and frameworks in place to identify and continually nurture driven, adaptable people within your workforce. We then help you find unconventional, yet always effective methods to keep your employees motivated and empowered to keep flourishing.
We help develop next-generation leaders at all levels of your organization. Leadership launch gets new leaders up to speed so they can hit the ground running.
EMPLOYEE TRAINING &
We’re your partner for designing and executing training strategies that develop skillsets, increase productivity, and engage employees—all aimed at preparing you for the future of work.
Workforce development insights
Our latest research & thinking
Keep your finger on the pulse of workforce trends impacting your industry with actionable insights and best practices based on our proprietary research.
By Andrew Edelson
Where teams are managed matters less than how teams are managed. We share how utilizing effective performance management can drive productivity, collaboration, customer service, and culture, regardless of where teams are working.
We share strategies for managers to improve employee performance in any work environment.
By Melissa Jezior
Quiet quitters aren't actually quitting, the catchy term should be renamed as "steady stayers" who get the job done and value work-life balance. Learn five ways to embrace these essential performers, improving retention and job satisfaction.
See how government telework and flexible work arrangements are improving performance for government teams.
Research from Eagle Hill reveals employees believe they have better job opportunities inside their current organizations. But this potential is untapped. Learn practices for improving internal mobility programs and help employees learn, grow—and stay.
Our research finds that the relationship between the employee experience and customer service may be the most important, yet overlooked, piece in the customer experience puzzle.
Feedback is important to professional development. We’ve identified five ways your organization can help support a constructive—and more productive—environment.
Executives are turning to technology to enhance customer propositions and competitiveness. But when companies fail to engage employees in adopting and optimizing the use of the new technology, they’re coming up short on ROI.
Workforce development case studies
Unconventional consulting leads to unbelievable results
Our years of experience in performance management and workforce development have helped clients across industries reach their potential.
Healthcare and life sciences: Narrative
We used a data-driven approach to design a new performance management program for a health service provider that emphasizes employee feedback, elevates responsibility for performance and replaces static annual performance reviews.
Financial services: Narrative
A large financial services enterprise was undergoing a significant change and needed to prepare staff for new policies. We helped the team most impacted by this change get ready and gave them ownership in the competency modeling process.
Federal government: Interview
We helped one highly specialized agency prepare their workforce for the future by implementing their forward-looking Human Capital Strategic Plan. Eagle Hill’s Mary Dalrymple, Director of Services and Innovation, explains how.
An organization was experiencing growing pains, so we conducted our own research in order to understand employee perspectives, from the top down. We clearly defined all roles in the organization to ensure each person felt recognized and valued.
Financial services: Narrative
One large financial services company had a great career-mapping tool, but employee expectations weren’t aligned. We helped them close the gap by taking a transparent approach that stepped outside the box.