Performance Solutions
In a hyper-competitive global economy, business performance requires seamless customer, employee and financial excellence.
Aon's Performance Practice brings powerful capabilities to shed light on how talent, organisational design and culture, connect to financial, operational, and customer performance through an interconnected suite of data-driven tools, technology solutions, and industry experts.
Connecting business performance to people performance in tangible, actionable ways
We tap into rich market data from millions of employees, your company's performance data and even customer research, to combine performance insight with guidance from our team of industry experts to make direct, actionable connections between you talent and resource allocation investments and firm results.
- Client Insight: Identify the client experience moments of truth that truly drive growth and the most efficient route to satisfying, retaining and developing customers
- Sales Force Effectiveness: Reveal the connection points among customers, markets, processes, sales resources, competencies, goals and incentive plans to drive profitable revenue growth
- Financial and Operational Performance Improvement: Leverage financial/operational benchmarking combined with rewards and customer data for powerful insights into success drivers and obstacles
Aon Consulting Limited is authorised and regulated by the Financial Conduct Authority.
Performance
Managing Engagement in Times of Change
This article examines what happens to engagement during times of change and what can be done to manage employee engagement throughout that change. Learn more.
This whitepaper discusses why organisations should move away from the traditional once-a-year engagement measurement, the benefits of Continuous Listening, and the steps you can take to implement it at your organisation. 
Which are the elements of a healthy recognition program? And what are the outcomes? 
Our attempt in this paper is to take a holistic view of Millenials asa population, and the various HR processes that will be impacted by Millenials. 
We see that disengaged employees are nearly twice as likely to leave an organisation as their engaged counterparts. 
A "Workplace Prisoner" is someone who indicates they will stay at their organisation despite a lack of motivation to give their best effort and a lack of positive things to say about their organisation. 
Look toward 2025 and evaluate the seismic changes in the workforce. Reimagine HR and the value it can provide as a business partner. >
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