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Roberta Matuson
Identify the best talent in the world.
  • Identify
  • Acquire
  • Nurture
  • Retain

Roberta's Recent Publications

The Magnetic Leader

Employees don’t work for companies; they work for people. The more irresistible you are as a leader, the more pull you have for employees to want to stay and for your customers to remain loyal. Read Excerpt

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Roberta's Recent Publications

Talent Magnetism

Your company is only as good as the talent you keep. Learn the new rules for attracting top talent and getting them to stick around. Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Honored by the Washington Post as a Top 5 Business Book for Leaders.

Learn how to manage up, down, and succeed all around... Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Learn how to save your company millions by improving the quality of your hires, while improving productivity. Slash costly employee turnover.

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Resources

What Are You Doing to Prepare for the Recovery?

Is your company positioned to move forward when the economy is in recovery? Or will you be in the back of the pack trying to catch your breath? It may seem like an unusual time to be asking these questions, given the current economic climate. But these are exactly the questions you should be asking yourself so you aren't sitting on the sidelines watching your competitors fly by.

The past year and a half has been difficult for most organizations. Companies have been forced to make drastic cuts to shield themselves from the impact of this recession. The landscape of the workplace, as we've known it, has changed forever.

Here are five things you should be doing now to get your organization in shape for the recovery:

Survey the premises for damage

The first step in preparing for the recovery is to survey for damage. Look at the areas that have been impacted by this economic storm and ask the following questions:

  • What should we be doing right now to retain our talent?
  • What jobs will we need to fill the moment we see signs of recovery?
  • How long will it take to fill these positions?
  • What needs to be done to update our recruitment strategy?
  • How will we assimilate all these new hires into the organization?
  • Does our orientation/onboarding program need a facelift?
  • Do our current managers have the necessary skills to propel the organization forward in a recovery?
  • What type of executive development should we be offering the leaders of our organization?
  • What do our employees really think about working for our organization?
  • When we move forward, will any of our employees be following us?
  • li>What can be done to rebuild trust in the organization?

It's never easy to take a hard look at the long road ahead. But that is exactly what must be done to prepare for the journey forward.

Create a plan with measurements

Have you ever noticed that which gets measured gets done? All the lists in the world won't move you one step closer to achieving your objectives unless you have an action plan that includes measurements.

Gather your team and prioritize what needs to be done. Include measurements that will clearly indicate when your objectives have been met. If you have cut your staff down to the bones, connect with outside experts who have experience in rebuilding organizations. Do so now, before they sign on the dotted line with your competitors.

Create a new vision

What is the point of surviving this recession if you've learned nothing from going through this? Reflect on what has changed, both inside your organization and within your marketplace, and create a new vision based on what is now on the horizon. Communicate this vision and work towards aligning your employees, so everyone is moving in the same direction.

Rebuild trust

Trust has been replaced with fear and anxiety in many organizations. Trust can be rebuilt, but it will take time. That's why it is so important to begin rebuilding trust today. Start by opening up dialogue. Take responsibility for past mistakes and ask team members for their support in moving forward. Be sure your words and your actions are one and the same.

Loosen the purse strings

This is the ideal time to invest in projects that you have put on the back burner. For example, suppose you terminated a number of your mid-level managers in order to save costs. You know that you will need to promote people into those roles fairly soon. This is the perfect time to launch a management training program for your high potentials. This will ensure that you have a team in place that can manage the inflow of business that will occur during the recovery. This will also help you hold onto star players who will otherwise leave as soon as opportunity knocks on their door.

The recession crept up on us and we were unprepared. The recovery will be slow, but it will happen. This time there will be no excuse for being unprepared.

Testimonials

"Roberta's guidance has dramatically increased my ability to pull in and retain the talent we need to take our organization to the next level. She's proven to be a trusted advisor and I wouldn't hesitate to recommend her to other CEOs who are looking to accelerate..."
Tom Hopcroft, President & CEO
Mass Leadership Technology Council

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"The coaching that Roberta Matuson provided for one of our retail store managers renewed the manager’s excitement in her work, provided her with increased skills in the selection of new employees and gave her the tools she needed to better manage her staff..."
Mary G. Rahal, VP, Human Resources and Administration
Morgan Memorial Goodwill Industries, Inc.

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"Roberta was able to clearly define our project objectives and the methodology that we needed to reach those objectives. Roberta helped us pinpoint the root cause of our problem by using in-depth probing techniques that gave her access to important data we did not have..."
Amy Waryas, Director, HR
The Boston Beer Company

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"Roberta worked with us to create a comprehensive onboarding program. With her guidance, knowledge, and expert HR advise we have successfully launched our company-wide training initiative. We now assimilate new hires into the company more effectively than ever..."
Ted Winston, Co-Owner
Winston Flowers

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"When it comes to management of people, Roberta sees through all the noise and gets right to the heart of the matter..."
Mark Spitzer, President
Photonic Glass Corporation

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"As we have grown, Roberta has provided continued support to help us work through complicated personnel issues while allowing us to focus on other areas of our business. Our employment practices truly support our business goals..."
Paul M. Zavracky, Ph.D., Former President and COO
MicroOptical Corporation

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"Roberta has saved us time and energy on situations we may have needlessly wrestled with. We consider her a partner and look for her guidance often. Roberta has provided a welcomed service to Six Red Marbles..."
Sarah Smith White, President
Six Red Marbles

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"Roberta was tenacious about keeping us focused on completing our project on schedule. The finished project was comprehensive, professional and passed the scrutiny of legal experts. I would definitely use Matuson Consulting again..."
John Blake, Former COO
Advanced Results Marketing

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"Roberta has been a tremendous mentor and coach to me over the past year. She has partnered with me on multiple professional development fronts, as well as helping me through some very challenging situations. I found Roberta to be wise counsel!"
– Allison DiSiena, VP of Recruiting, Marketing, Interactive and Creative Services Division, 24 Seven Inc.

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"Roberta Matuson was our answer. She met with us, developed a plan, walked us through the process to record our policies and procedures. She helped identify areas where policies were non-existent. She then developed and produced our employee handbook. We still use it today..."
Tim Slattery, CEO
CFSmail.com

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"Roberta presented an engaging and informative webinar on “Managing Up in a Top Down World” for Northeastern University’s alumni. This thought provoking session provided practical strategies for navigating office politics and building effective relationships for career advancement. Roberta’s extensive expertise and knowledge of workplace trends was apparent as she skillfully answered a wide range of questions from participants. Her well-organized presentation made it easy for the audience to commit to implementing her advice."
Michele Rapp, Associate Director
Northeastern University

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"Roberta’s ability to provide new leaders with insights on matters that few are willing to discuss is refreshing and will serve our members well. As a CEO, I'm especially impressed with her ability to quickly distill difficult situations and provide pragmatic advice that can be quickly and successfully implemented."
Aradhna Malhotra Oliphant, President and CEO
Leadership Pittsburgh Inc.

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"I have had the opportunity to experience Roberta Matuson’s “fast track” coaching. Her candid, succinct and concise approach provided positive reinforcement toward my professional goals."
Cheryl Schondek, VP of Food Acquisition and Supply Chain
The Greater Boston Food Bank

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Talent & Your Bottom Line: The Employee Turnover Calculator

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