Our Work.

A massive, global retailer asked Emerson to update a systems manual, to be used as training, but we proposed a more innovative solution instead: a fashion magazine.

This innovative asset was a four-issue self-study guide for all store managers, the first consistent training to cross all of our client’s multiple brands.

The guide was tailored to the demographic: young, fashion-conscious employees with limited time and attention to focus on training. It included articles that addressed all facets of store operations, each written with a fashion columnist’s voice and highlighted by sharp images.

There were sections that included homework, shadowing and coach checks for feedback. And all articles were short, so employees could quickly learn, then get back on the floor.

One of the country’s biggest clothing retailers was also an early adopter of e-commerce. After taking their business online, executives witnessed a significant shift in business from its physical stores to its websites.

But the e-commerce tools gradually became outdated and inefficient. And each of its brands had inconsistent tools and processes with many handoffs and no accountability. Something had to change and Emerson was there to help.

We designed mirrored processes across all three brands to gain efficiencies, then aligned organizational roles and structures to support the new way of working.

We worked with the organization to design and develop custom training on new tools and processes – ensuring 927 employees were equipped with the skills to do their jobs right. We also provided communication, information sessions, road shows, executive voicemails, project newsletters, and other readiness tools that transitioned the company to where it wanted to be, despite the complexities of the e-commerce upgrade.

A non-profit health organization needed to ensure everyone had effective, annual compliance training. Training had to be standardized and tracked.

Emerson evaluated their current program and met with leaders, compliance specialists, and department trainers to determine the performance gaps and solutions.

We then developed policies and compliance training, including online courses for their global employees and executive team. We also formalized their training development process and created a knowledge base to support ongoing training and communication.

Employees are now trained upon hiring, and each subsequent year. Each department owns and tracks its training. This major client now knows its organization is compliant and ready.

A global snack food distributor wanted to gain the full benefits of their change programs and achieve the agility to do more. With the speed, scale, and volume of initiatives, they couldn’t approach each one individually; they wanted a resident organizational change management capability for their strategic portfolio. They asked Emerson to help them define a change center of excellence that fit their unique environment.

We helped choose an operating model, defined core services, and constructed messages to gain leadership approval. We then built the change model and supporting assets to support its’ new center of change management excellence.