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Coming together is a beginning;
keeping together is progress;
working together is success.

REAL Challenges

When You Face Workplace Challenges,
You See Opportunities. We Do, Too.

When we established T.H. Easter Consulting, we understood that our success would depend on understanding what is true and real within our clients’ organizations. Our guiding principle, then and now, has been to bring a fact-based, data-driven approach to help clients identify their real challenges and reframe them as opportunities for meaningful change. By grounding our work in the specific realities of each organization, we deliver tailored solutions that maximize those opportunities and produce lasting results.

employee engagement

Employee Engagement

leadership development

Leadership Development

change management

Change Management

talent development

Talent Development

REAL Challenges

Our REAL Approach

Our REAL Framework has its origins in the four conditions – Respect, Engage, Align and Lead – that are present and integral to the culture of successful organizations. That’s why we use it in every client engagement. It is the lens though which we examine your challenges, identify opportunities and create solutions to strengthen your people foundation.

Explore REAL

REAL
Challenges

DEI: What’s Next?

Remote, Hybrid, 
In-Person Conundrum

Automation and Al

The yin and yang of people vs technology

Boomers, Gen X,
Millennials, and Gen Z

Managing the generational divide

Compensation Competition

Is your compensation system keeping pace with this economy?

REAL Data

Engaged Employees =
Successful Organizations

employee engagement

$7.8T

Cost of low engagement to the global economy

(Gallup)

leadership development

$500B

Annual cost of disengaged employees to their organizations

(Gallup)

change management

56%

of CEOs say that their employees’ engagement efforts have caused positive ROl

(Gallup)

talent development

$1T

Annual cost of high employee turnover to organizations

(Gallup)

REAL Results

Impact Stories

THEaster Impact

From Chaos to Control: A Nonprofit's Path to Stability

Read More
THEaster Impact Stories

Building Trust & Collaboration: Transforming Leadership

Read More
THEaster Impact Story

Revamping Talent Acquisition: Efficiency & Impact

Read More
"An organization cannot outperform the quality and capacity of its leadership and management."
Terri Hartwell Easter, ABD
Managing Principal,T. H. Easter Consulting

REAL Recognition

Awards

REAL Insights

Thought Leadership

In some ways, the more things change, the more they stay the same. DEI is a case in point. The trajectory of our country’s efforts to become more inclusive has been one of fits and starts. We currently are experiencing a backlash at the highest levels that are causing many to reconsider their previous commitments to DEI.

At T. H. Easter Consulting, we are recommitting ourselves and urging our clients to recommit to the values that underpin a more inclusive environment. At the same time, we understand and appreciate the very real concerns about increased scrutiny and the potential for legal challenges. We have always believed that values and behaviors are more important than any language used.

Our Organizational Development practice, particularly through Employee Engagement, is the foundation for a strong and inclusive culture that leans into the benefits of having a workforce that brings a variety of lived experiences to the workplace. Organizations that value the many perspectives their people bring to work will continue to outperform their competitors who do not.

This means focusing on the operational systems and processes that cultivate strong engagement – recruitment, talent management, compensation, strong management and communications, among others. Creating the foundation for strong employee engagement is as much a prerequisite for superior organizational performance as creating strong a financial foundation. This is not the time to shrink from this challenge, rather it is an opportunity to operationalize the values to which you are committed.

2

In some ways, the more things change, the more they stay the same. DEI is a case in point. The trajectory of our country’s efforts to become more inclusive has been one of fits and starts. We currently are experiencing a backlash at the highest levels that are causing many to reconsider their previous commitments to DEI.

At T. H. Easter Consulting, we are recommitting ourselves and urging our clients to recommit to the values that underpin a more inclusive environment. At the same time, we understand and appreciate the very real concerns about increased scrutiny and the potential for legal challenges. We have always believed that values and behaviors are more important than any language used.

Our Organizational Development practice, particularly through Employee Engagement, is the foundation for a strong and inclusive culture that leans into the benefits of having a workforce that brings a variety of lived experiences to the workplace. Organizations that value the many perspectives their people bring to work will continue to outperform their competitors who do not.

This means focusing on the operational systems and processes that cultivate strong engagement – recruitment, talent management, compensation, strong management and communications, among others. Creating the foundation for strong employee engagement is as much a prerequisite for superior organizational performance as creating strong a financial foundation. This is not the time to shrink from this challenge, rather it is an opportunity to operationalize the values to which you are committed.

2
Leaders continue to grapple with this conundrum, and as is true for every client, the particular facts and circumstances of your organization are where we start. Our goal is to understand what factors drive your organization's success

  • >Is it team cohesion and real-time collaboration?
  • >Do you require a level of expertise in your people that necessitates access to a wider talent pool?
  • >Are you most concerned about rising overhead costs?

The success drivers are what matter.

Our proven Employee Engagement and Change Management strategies can help you identify the solutions that best meets your organizational goals.

An important consideration - A 2023 study by PayScale revealed that organizations offering remote work opportunities saw a 12% decrease in turnover rates, suggesting that companies that don't offer modern work options may lose talent to more flexible employers.

2
Leaders continue to grapple with this conundrum, and as is true for every client, the particular facts and circumstances of your organization are where we start. Our goal is to understand what factors drive your organization's success

  • >Is it team cohesion and real-time collaboration?
  • >Do you require a level of expertise in your people that necessitates access to a wider talent pool?
  • >Are you most concerned about rising overhead costs?

The success drivers are what matter.

Our proven Employee Engagement and Change Management strategies can help you identify the solutions that best meets your organizational goals.

An important consideration - A 2023 study by PayScale revealed that organizations offering remote work opportunities saw a 12% decrease in turnover rates, suggesting that companies that don't offer modern work options may lose talent to more flexible employers.

2

Automation and Al can boost efficiency, reduce costs, and free employees to focus on higher-value tasks, but rushing their implementation can lead to disruption, job displacement, and a loss of human touch in key areas.
In other words, automation isn't always the answer!

Our Change Management and Business Process experts recommend a measured approach to carefully assess the impact, ensure these technologies complement your people's efforts, and mitigate potential negative effects.

A 2021 MIT study found that companies combining human expertise with Al capabilities experienced a 10-15% improvement in productivity over those relying exclusively on either. This emphasizes that blending human insight with Al technology can lead to better outcomes than automation alone. This balance is vital in harnessing the benefits of automation while safeguarding employee engagement, creativity, and long-term success.

2

Automation and Al can boost efficiency, reduce costs, and free employees to focus on higher-value tasks, but rushing their implementation can lead to disruption, job displacement, and a loss of human touch in key areas.
In other words, automation isn't always the answer!

Our Change Management and Business Process experts recommend a measured approach to carefully assess the impact, ensure these technologies complement your people's efforts, and mitigate potential negative effects.

A 2021 MIT study found that companies combining human expertise with Al capabilities experienced a 10-15% improvement in productivity over those relying exclusively on either. This emphasizes that blending human insight with Al technology can lead to better outcomes than automation alone. This balance is vital in harnessing the benefits of automation while safeguarding employee engagement, creativity, and long-term success.

2
Managing the generational divide at work requires understanding and bridging differing values, communication styles, and expectations. Baby Boomers and Gen X may prioritize stability, experience, and traditional work structures, while Gen Y (Millennials) and Gen Z often seek flexibility, innovation, and a strong sense of purpose. We are seeing this play out in a demand for remote work, more developmental opportunities and a need for meaning in their work.

Balancing the needs of your organization with the realities of engaging this generation is the challenge of the next decade. THEC's Leadership, Coaching and Engagement practitioners can help you understand these differences, and achieve that balance based upon your organizational performance goals, as well as your people's needs and desires for connection and growth.

2
Managing the generational divide at work requires understanding and bridging differing values, communication styles, and expectations. Baby Boomers and Gen X may prioritize stability, experience, and traditional work structures, while Gen Y (Millennials) and Gen Z often seek flexibility, innovation, and a strong sense of purpose. We are seeing this play out in a demand for remote work, more developmental opportunities and a need for meaning in their work.

Balancing the needs of your organization with the realities of engaging this generation is the challenge of the next decade. THEC's Leadership, Coaching and Engagement practitioners can help you understand these differences, and achieve that balance based upon your organizational performance goals, as well as your people's needs and desires for connection and growth.

2
Many organizations struggle with outdated compensation strategies that fail to reflect current market conditions, making it difficult to stay competitive in attracting and retaining top talent. According to the U.S. Bureau of Labor Statistics (BLS), wages increased by 5.1% in 2022 across industries, signaling that organizations must continuously adjust their pay structures to keep up with the rising cost of labor.

Our Compensation experts assist clients in regularly reviewing and adjusting compensation packages to match industry standards and regional salary trends. Don't risk losing your skilled employees to competitors offering more competitive pay, benefits, and flexibility.

Dynamic compensation strategies that respond to market demands, align with employee expectations, and reinforce the value of their workforce will ensure you attract and retain the talent necessary for long-term success.

2
Many organizations struggle with outdated compensation strategies that fail to reflect current market conditions, making it difficult to stay competitive in attracting and retaining top talent. According to the U.S. Bureau of Labor Statistics (BLS), wages increased by 5.1% in 2022 across industries, signaling that organizations must continuously adjust their pay structures to keep up with the rising cost of labor.

Our Compensation experts assist clients in regularly reviewing and adjusting compensation packages to match industry standards and regional salary trends. Don't risk losing your skilled employees to competitors offering more competitive pay, benefits, and flexibility.

Dynamic compensation strategies that respond to market demands, align with employee expectations, and reinforce the value of their workforce will ensure you attract and retain the talent necessary for long-term success.

2