Client Overview
Industry: Professional Services
Company Size: Mid-sized Consulting Firm
Location: India
Engagement Duration: 6 Months
Services Delivered:
Employee Engagement Strategy
Leadership Alignment
Recognition Framework
Talent Attraction Optimization
Manager Capability Building
The Challenge
Despite a strong external reputation, the firm was facing a challenge that many growing organizations encounter:
Senior-level talent was declining offer letters, and existing employees were quietly disengaging.
Recruitment data showed:
Fewer qualified applicants for senior consulting roles
Longer time-to-fill for niche positions
Low internal referrals despite strong employee skills
Exit interviews indicating a gap in leadership visibility and career clarity
When the Head of People approached Talent Potential Consulting, the underlying themes were clear:
Employees didn’t feel connected, heard, or aligned with the company’s bigger vision.
During discovery, one consultant summarized it perfectly:
“I enjoy the work… but sometimes I don’t know how what I do fits into the bigger picture.”
This wasn’t a compensation problem.
This wasn’t a branding problem.
This was an engagement and leadership connection problem.
And that’s exactly where we began.
Our Approach: Human-Centered, Insight-Led
At Talent Potential Consulting, we believe engagement isn’t a “project”—
it’s a system that grows through trust, consistency, and storytelling.
We implemented a phased and people-first strategy:
1. Leadership Visibility & Trust Building
We introduced monthly Ask Me Anything (AMA) sessions with the Managing Director.
Open questions, open conversations
Some sessions had just 3 people, others 20
Every voice mattered
This helped dismantle invisible barriers between employees and leadership.
2. Personalised 1:1 Growth Conversations
Managers were trained and coached to conduct meaningful 1:1s focusing on:
Career ambitions
Strengths
Human motivations
Growth pathways
This created a deeper sense of clarity and belonging.
3. A Peer-Led Recognition Framework
We introduced peer-nominated impact shoutouts—sharing real stories about real wins.
Consultants began celebrating each other authentically, not performatively.
This shifted recognition from “top-down announcements” to team-powered appreciation.
4. Embedding Stories into the Talent Brand
We brought internal moments into the external talent narrative—
open forums, team celebrations, and leadership conversations.
Candidates started seeing the culture as transparent, warm, and human.
The Results: Engagement That Translated Into Business Growth
Within six months, the impact was visible across the business:
📈 1. Internal Referrals Increased by 33%
Employees who previously kept opportunities to themselves were now advocating for the company, telling friends,
“You should be a part of this turnaround.”
⏱️ 2. Time-to-Fill for Specialist Roles Reduced by ~1 Week
Improved reputation + stronger referrals = faster talent acquisition.
🎤 3. 48% of Candidates Cited Engagement Initiatives in Interviews
Open forums and peer stories became a defining talent attractor.
💬 4. Leadership Culture Shifted Meaningfully
A pivotal moment occurred when the regional practice lead—known to be reserved—shared openly during a staff call:
“You all make me proud to be here.”
It was genuine, unexpected, and transformative for team morale.
📊 5. Engagement Scores & Client Retention Both Increased
As teams felt more connected and valued, client relationships strengthened organically.
Engaged consultants deliver engaged client experiences — and the numbers reflected it.
Conclusion: Engagement as a Strategic Lever
For this consulting firm, engagement was not a quick fix—it became a business strategy.
By placing stories, voices, and connection at the center of their people experience, they unlocked something far more powerful than policy change:
ownership, pride, and cultural momentum.
This case stands as a testament to our belief at Talent Potential Consulting:
When people feel seen, heard, and valued—they rise.