When the people problem lands on your desk, you don’t have to figure it out alone.
Get the HR help the situation calls for, whether you need someone beside you for a difficult decision or a better way for your managers to handle it next time.
It starts with a conversation, not a contract.
You built a business. You didn’t expect every people decision to keep coming back to you.
A manager wants to terminate someone. An employee brings you a concern that needs careful handling. A performance issue has gone on too long. A policy question turns into an hour of research because the answer is not as simple as it looked.
You can handle these things. The question is whether you should have to handle all of them yourself.
E Factor helps you make the difficult calls, equip your managers to handle more, and put better systems around the work that keeps repeating.
The goal isn’t more HR.
It’s a business where good people decisions don’t depend on one person.
Get experienced judgment beside you.
Sort through the options, the risk, and what fits the business you are building.
Equip them to handle more themselves.
Build the judgment, preparation, and confidence to lead people without routing every issue back to you.
Build a better way to handle it.
Turn a recurring HR process into something clearer, more consistent, and easier for your team to use.
Have a performance conversation you’ve been putting off?
You probably don’t need someone else to have it for you. You may just need a few minutes to sort out what matters before you walk in.
Performance Conversation Prep helps you think through the issue, prepare what you want to say, and get clearer on what should happen next.
Beside you, never above you.
You know your business. My job is to help you see the options, understand the people and business implications, and make a decision you can stand behind.
I believe the law is a guardrail, not a wall. Compliance matters, but most people decisions involve more than finding the rule and stopping there.
And I’m not interested in making you dependent on me. Over time, your managers should become more capable, your processes clearer, and fewer routine people decisions should need to come back to you.
If your team keeps doing the same HR work over and over, we may be able to build a better way to do it.
I build purpose-built tools around the HR processes your company already uses: interviewing, manager preparation, policy questions, and other repeatable workflows.
The goal is to make the repeatable part easier without handing the judgment over to the technology.
I’ve been doing this work for more than 30 years.
I’ve worked through people issues across organizations ranging from aerospace to healthcare. What that experience taught me is that difficult HR situations are rarely solved by finding one perfect answer.
You have to understand what happened, the people involved, the risk, the options in front of you, and where the business is trying to go.
Dr. Kimberly D. Washburn, DBA
Founder, E Factor Leadership
Tell me what’s landing on your desk.
You don’t need to know which service you need before we talk. We’ll figure out what kind of help makes sense from there.