Kelly Kubicek’s consulting firm looks at human resources differently. The founder of Fulcrum HR Consulting has 14 years of experience and believes in analyzing data to learn more about companies and their employees. One place where this is specifically important is in turnover.
“Instead of just looking at how many employees left per year and their reasons for departing, we need to more deeply analyze their performance, satisfaction, and interactions before they left the company to learn how to fix issues and increase retention truly,” said Kubicek.
It’s forward-thinking like this and Kubicek’s dedicated, human-first, empathetic approach to HR that has made her a go-to thought leader in recent years. Her efforts to make the HR industry more transparent and inclusive and offer a “seat at the table” mentality have been a welcome change to many of her peers.
Kubicek and her team help businesses and HR departments depart from the transactional, stern-faced thinking of past generations; when a visit to the human relations office was never a positive appointment. Instead, the founder believes the profession should act as a change agent, developing Human Capital strategies that drive performance and include people data in the decision-making process.
Fulcrum HR Consulting specializes in HR consulting, fractional outsourcing, training, development, and people analytics, including employee turnover. Their clients report that working with Fulcrum saves them time, increases productivity, improves retention rates, helps attract talent, and maximizes ROI (return on individuals).
Policing the fun police
More than anything else, though, Kubicek believes in letting employees be human.
“We’re very different. When you look at other big consultancies, you see more of a ‘fun police’ approach; that’s not what we’re there to do. I’m not here to tell your team that they can’t smile, laugh, or tell jokes. Those are bonding experiences that should be embraced,” said Kubicek.
With larger companies, Kubicek explained that other consulting agencies or programs might use a cookie-cutter approach, applying the same techniques for every company. And while that might work in theory, people are human, and that’s a factor too. Fulcrum instead focuses on the human capital piece of each unique team they work with and utilizes people data to drive initiatives.
Unique approach to turnover
When Fulcrum engages with a new client, they start with an expansive intake form in which they analyze several data points with the company’s leadership committees and people analytic dashboard.
“We look at how people interact and the company’s current turnover. We identify potential blind spots or gaps between the culture and staff or issues with how conflicts are (or are not) resolved or confrontations are handled. We want to eliminate that up front because that costs the company a lot of money — from staff turnover to rehiring. And that’s not even getting into the intellectual capital that goes along with every departing staff member,” she said.
The HR consultancy analyzes a company’s turnover. They start by taking data from the company and running models called human analytic dashboards. Then they can predict why employees are leaving a company. Depending on their learning, they may collect more data.
A case study on turnover
“For instance, we had a client that thought they had a huge problem with culture and turnover based on management issues or training problems. But what we identified upfront was the true reason: more than 70% of their people left because they were required to drive more than 40 miles from their homes to the office,” said Kubicek.
So, Fulcrum realized they didn’t need to go through the entire consulting project with this client because they had already identified the issue. Instead, they turned it into a project on accommodating staff with the transport issue in a way that didn’t interrupt business operations and retain more employees.
“We don’t want to put a client through a big project if it’s something that is that easy of a variable — look at the data because data is not emotional, data is factual, and it gives us the information to lay the groundwork,” stated the founder.
With insight into staff turnover, it’s clear that Kubicek and Fulcrum HR are the ones to watch when it comes to retaining staff.
About Kelly Kubicek
Kelly Kubicek, CEO of Fulcrum HR Consulting, is on a mission to make HR more transparent. Fulcrum HR Consulting boasts vast HR experience, including accomplishments such as consolidating the entirety of over 9000 Nebraska state employees in one system in under 12 months and extensive work in Diversity and Inclusion efforts. To discover how to uplevel your HR Process visit www.fulcrumHRconsulting.com
