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NewForm IT HR Florida
Hannah Kling, Isabelle McHugh Student Case
& Ashley M. Ortiz Rosario Competition

Wesley Chapel

October 5, 2019
 Collier sells
at a small
Collier loss to
comes on Sheila
Owners
Background sell shares
as CEO in
2015.
Jones, 3rd
NewForm CEO and
but
IT founded new CHRO
Stanton
in 2012 Ronnie
stays on
as CHRO. McMillan in
2019.
 Financial Turmoil

NewForm IT Employee
Disengagement
Problems

Executive Turnover
 New CEO
in 2015

Executive New CEO

Turnover in 2019

Clash of
Executive
Leadership
 Clash of
Executive
Leadership

Employee Lack of
adjustment
Disengagement to changes

Loss in
repeat
clientele
 26% Loss
in previous
clientele

Financial Billable
hours have
Turmoil decreased

Inability to
meet
quarterly
revenue
goals
 •Inspirational Motivation
•Intellectual Stimulation
How It All
Ties In •Individualized Consideration
•Idealized Influence
 •Gallup Feedback
•Retest employees utilizing the Gallup Assessment.
•Learn how their employees see them now and
proactively address the concerns.

•Mission & Vision

•Develop a refined Mission and Vision for the company
30 Days moving forward.
•Establish an organizational culture.

•Announce
•Announce Mission, Vision and Company Goals to the
whole company.
•Organize a company-wide event to include all the
employees.
 •Utilizing Leadership Dynamics background.
• 2 Senior Consultants
•Team Leader
•12-13 IT Consultants
•Team Leader
90 Days •12-13 IT Consultants
•Team Leader
•12-13 IT Consultants
•Team Leader
•12-13 IT Consultants
•Reports to Chief Officers
•Reports to Senior Consultants
•Have their own clients and projects
 •Communication
•CEO works with Internal Communications team to send
out Newsletter.

•Evaluation
•Meeting with Senior Consultants to track team
90 Days performance.

•Client Engagement
•Feedback Survey to current clients and evaluate
Consultants.
•CEO reaches out to past clients to evaluate:
•Reason for leaving
•Reestablish relationship
 •Weekly Consultant Meetings
•Foster an interactive, team-centered environment
•Team Leaders would address the employees.

•Performance Evaluations
•HR would develop Performance Evaluation.
180 Days •Team Leader and Senior Consultant would evaluate
employees 1:1

•Dedication
•The follow-through of these steps will demonstrate a
sense of consistency.
 •Inspirational Motivation
● Meetings
● C-Level employee interaction
•Intellectual Stimulation
● CEO Newsletter
How It All •Individualized Consideration
Ties In ● Performance Evaluations with Senior
Consultants including Career
Development
•Idealized Influence
● Company Event to foster trust in
Executive Leadership
Thank
You!