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A firm was acquiring other firms at the rate of one every two months. The HR group found that many of these firms had gone without HR and training services for several months or years while they were being positioned for sale. The acquiring firm needed a way to deal with the HR issues that had built up, and to begin assimilating the new firms into its corporate culture. Interact worked with the HR group to tailor a mix of programs that could be quickly implemented in a variety of flexible formats. These programs became the basis for introducing the firm’s culture and values to its acquisitions.
Prison Guards
A large high-security prison sought to improve its safety record. Incident reports revealed that conflicts among guards and the reluctance of guards to disagree with their managers were at the root of many dangerous situations. Inmates were quick to take advantage of inconsistencies, turning small disagreements into dangerous situations. Interact conducted focus groups with guards, managers, and non-uniformed employees of the prison. A training program was tailored to focus on peer-to-peer problem solving and working with your manager. About 1000 prison employees were trained, and the rate of unsafe incidents dropped by 30%.
Labor Union Officers
The union local president of a major automobile plant wanted to improve the working relationships between his shop stewards and plant management. The plant was competing against other plants for a new production line, and the poor union relationship was working against them. Interact worked with the shop stewards, identifying the challenges they faced and testing possible solutions. A training program was tailored for the shop stewards, and about 100 participated. The union local president and the plant manager reported that it “turned around” the union relationship. The plant won the new production line.