How It Works

SPARC’s signature 4-step process was originally developed and has a history of success helping companies build strong brands to engage and retain their customers. SPARC is now using the same structured process and principles to help companies intentionally unlock the full potential of their employees, teams, and company.

Our uniquely human-centered and data-driven process focuses on optimizing employee performance and wellbeing through:

  • brand equity integration
  • values and practice alignment
  • implementation of research-informed practices in our clients’ existing workflows

On the left side, Phases 1 and 4 deal with the empirical or fact-based side of the business. On the right side, Phases 2 and 3 address the planning and execution aspects of the rollout in your workplace.

1

In Phase 1, a deep understanding of your existing workplace practices related to hiring, engagement, and retention is collected and analyzed. A planning framework is created to serve as the basis to target key moments and/or different employee segments. This framework leads to the development of a portfolio strategy or the ability to create tailored offerings.

2

Phase 2 guides long-term strategic decisions and resource allocations by determining which key moment(s) you want to target, what assets need to be developed and implemented, and what skills are necessary for success. The metrics for determining success are determined in this phase so they can be measured in Phase 4.

3

Phase 3 is all about execution. Tailored interventions are implemented at multiple levels to strategically improve workplace culture. Tactics are organized by ‘strategic imperatives’ or the initiatives required to advance the strategies. Therefore, tactics are not addressed individually; rather a proprietary process links the tactics to specific activities, the resources necessary, the time frame for completion, and the people responsible. This allows for a simple and clear management tool to evaluate progress and identify roadblocks.

4

Phase 4 deals with feedback and measures progress against your benchmarks or goals. This is done at three levels: business metrics (e.g., revenue, time to market, etc.), HR measures (e.g., hiring, firing, retention, engagement), and employee experience measures (e.g., psychological safety)

Overall, SPARC’s process encourages a disciplined approach. Used annually in planning and quarterly in review of tactics, this method has been broadly embraced by senior leaders as well as project managers. This permits all layers of a company to have the same view of expectations and priorities.