“When trying to find these people, you don’t just check boxes. … You have to go and talk to people, find who the expert in the field is. And people know.
We go get them.”
Brandon Beam
Chief Operating Officer
Returning consultants provide valuable perspectives when reviewing designs, submitting proposals, and completing mission-critical projects.
Understand the demands of today’s changing workforce. Learn about culture, policies, and practices for retention, and train and mentor your people.
Go from surviving to thriving with an expert consultant. Or, if a project is not a key part of your strategic vision, use contingent labor to keep your staff focused.
Lost – I thought I had more time before they left the company.
Overwhelmed – It will take four people to replace the work just one person was doing.
Embarrassed – I didn’t have a knowledge transfer plan in place.
Panicked – The cost, schedule, and performance of my project are all now at risk.
Regretful – We focused on staffing shortages but not knowledge shortages.
Nervous – So much of our success was based on their personal relationship with the customer.
Worried – Losing their expertise can give our competitors an advantage.
Frustrated – It shouldn’t be so complicated to bring back former employees.
An Emeritus title is given to respected people who leave their usual roles but keep a meaningful link with the organization. The term shows that, while the relationship has changed, they still hold an important and honored role with the team.
With our Emeritus Program, the important thing to remember is that the relationship is still strong even though it has changed.
Because our employee once worked for your company, they already know your people, processes, and procedures. They start providing value-added service on Day One.
“When trying to find these people, you don’t just check boxes. … You have to go and talk to people, find who the expert in the field is. And people know.
We go get them.”
Chief Operating Officer
Keeping key employees requires more than just competitive salaries. While retention packages offer temporary solutions, our strategies aim for lasting impact.
Employees stay in companies where they believe they can succeed and are appreciated. Our consulting services focus on concrete improvements:
Employers today are competing in a global marketplace of remote work possibilities. You need to quickly bring need employees up to speed, and you need to prove to your current team members that they are valued. Targeted, advanced learning orchestrated and taught by experts in the field solves both needs.
MSP’s and VMS’s can have strict requirements for onboarding new vendors. We’ve been there, done that, and are fully prepared to do it again, even if we happen to not have worked with a particular provider or system.
Whatever happened, you need someone good, and you need them now.
Is there an area that is important but is taking too much focus from your core business? Let us handle it. Some example areas:
Contact Gentry so we can understand your unique needs.
We tailor a service agreement for your company. Only use us if you need us. There’s no obligation.
Whenever you need us, we step in to train, mentor, and consult. Work with your best team members in new ways to keep your business running smoothly.
“I can still do what I want to do, and at the same time I can go back and work for my prior employer seamlessly.
Everyone benefits.”
Senior Contracts Manager
At Gentry Professional Services, we know you want to complete quality work on schedule and under budget. That means you need the right people on your team to carry out your organization’s mission. However, the most experienced industry professionals are retiring at a rapid pace, resulting in a Silver Tsunami of lost institutional knowledge and employee turnover. COVID-19 early retirements made the problem even more challenging. Companies are struggling to compensate for the sudden absence of key employees.
Mid-career workers leave for other reasons. Maybe they like the gig economy approach. Maybe they need more flexibility in work location. Or maybe they just want a change that can’t be accommodated by remaining an employee of your company.
But that doesn’t mean all is lost. Many former employees find they miss the work and the people who have been an important part of their lives and often want to return to a part-time consulting role with a healthy work-life balance. Although possible, ensuring employee job satisfaction with inconsistent and overly complex HR and Procurement policies can make returning an unnecessarily difficult and complicated process for everyone involved.
Meanwhile, you just want to get the job done. We formed the Emeritus division of Gentry Professional Services with that in mind. Using our streamlined process and innovative employment model, we work with your company to bring in the retirees, alumni, or industry specialist(s) you need, enabling you to fill knowledge gaps, outsource tasks, complete ongoing client projects that are beyond your core competencies, and train your employees in critical skills.
People leaving your firm is not the end of the world. Perhaps the time someone works for you is just the start of a longer-term relationship. Maybe the person leaving can continue to provide value to you and your firm long after they depart, and they might perhaps even return one day.
