Become the most impactful place you will ever work.

Our people bring their best selves to work every day, delivering with passion, commitment, and great ideas to help their clients succeed.  We strive for our people to experience personal and professional growth, support, and challenge as they do so.  Slalom Talent supports the Career pillar of our 2015 strategy, enabling our consultants to thrive professionally and provide even greater value and service to our clients.

The Career portal on our company intranet was reimagined in 2014 as the home of all professional development resources at Slalom.  It provides a variety of ways to develop skills and expertise on-the job or in a class.  Content is organized by consulting skills, practice areas, project disciplines, and the Slalom competencies.  95% of users say they would recommend it to others at Slalom.

In 2014 we rolled out several new classes and established a core curriculum of both classroom and virtual learning programs that include Consulting the Slalom Way, Introductory Client Meetings, Building Client Relationships, DISC, and Executive Presence.  Content from our Integral Leadership Program (ILP) has been customized for everyone at Slalom and began rolling out in Q4.  113 volunteer facilitators were instrumental in contributing to the development of our people.  Employees all over Slalom also leveraged the Professional Development benefit for external training.

Our leaders are critical to Slalom’s success; we continued our investment in ILP for our director-employees with 7 classes, and launched Slalom Lift for all other leaders in September.  This 8-month cross-market program brings participants together in cohorts of 36, and includes 360° feedback, in-person workshops, and coaching from senior leaders.  Over 400 leaders will participate over the next few years with long-term positive impact on our consultants and the business as our leaders become even stronger.

2014 was the first full year of focusing on employee performance.  At Slalom that means lots of feedback and ongoing conversations about how our employees are doing.  Slalom Edge, our performance management system, has continued to help both individuals and People Managers better manage the key areas of employee development:  goal setting, recognition, performance feedback, development planning, learning registration, and compensation management.

In 2015, we’ll be tackling onboarding and recognition, enhancing the feedback process in our Slalom Edge, building new classes, and continuing to focus on career development for consultants.