Talentis Adria helps companies increase efficiency and keep growing without every decision passing through the owner. We begin with a diagnosis that shows the real state of the organisation and the order in which to make changes.
Free, no registration, about four minutes.
In companies of this size, success is carried for a long time by the owner's energy. At a certain headcount the same way of working starts to slow growth. Three signals we see most often:
Decisions, from contracts to annual leave, wait for one person. Managers check in only to confirm, so the company cannot move faster than the owner's calendar.
“Ask the director, he decides that.”
Key processes and data live with a handful of people. When someone leaves or is on sick leave, work stops or slips.
“Ask Mark, he has run it for years.”
Employees do not know what is expected of them or how they are measured. Pay is agreed case by case, which creates inequality and departures.
“We handle each case separately.”
The goal is not more paperwork. The goal is a company that is faster, more resilient and less dependent on one person.
Managers decide within their own area, and the owner focuses on what only the owner can do. Less waiting, fewer approvals.
Decision-makingKey processes are documented and have a deputy. Sick leave, holidays or a departure no longer stop the work.
ProcessesEvery employee knows what is expected and how they are measured. Pay has a framework, so inequality and case-by-case bargaining disappear.
Roles and payYou know why people join, stay and leave. They have a development path, so you do not lose your best people for reasons that can be removed.
People and cultureFor the most important positions, including the owner's, a prepared successor exists. The company gets through change, not just through good years.
SuccessionInstead of a feeling, you have a score by dimension, a list of problems by urgency and a plan with deadlines.
DiagnosticsThese are goals of our methodology, not results for a specific client. How much of this you achieve, and how quickly, depends on the starting point and the company's readiness. We assess that only after the diagnosis.
Try a short version of our diagnostic. We ask what actually happens in the company, not how you rate it. The result shows the company's life stage, from infant to old age, and where it is mature and where it is not yet.
Free, no registration. Your answers stay in your browser until you yourself request a detailed analysis.
Each of the areas above has its own module, with the same order of work and the same maturity scale. We always begin with the diagnosis, and other modules are added according to what it reveals.
The real state of the company in one place: a score by dimension, a list of problems ranked by urgency and a plan of interventions.
Outcome: the owner sees the whole picture for the first time, with an order of what comes first.
A map of the real, not only the formal, structure of power and decision-making. Rules on who decides what, and a management rhythm.
Goal: the team makes more than 80% of operational decisions on its own.
Every position has a purpose, responsibilities, a level and performance indicators. The foundation for pay and performance management.
Outcome: documents that stay in the company without a consultant.
A fair, predictable and market-based pay system, understood by employees and manageable without a consultant.
Goal: more than 85% of salaries within defined pay grades.
Five to eight key processes documented and tested, with process owners and measurable deadlines.
Outcome: the company stops depending on one person's knowledge.
A simple HR information system, reports for top management and digitised key workflows.
Goal: less administration and data-driven decisions, not software replacing people.
Critical positions, development plans for talent and a regular talent review that does not depend on the owner.
Goal: at least one ready successor within 24 months for each of the ten most important positions.
Values are translated into behaviours, and behaviours into a system: selection, appraisal and recognition.
Outcome: engagement is measured regularly and objectively, not by a survey once a year.
The package is chosen according to what the diagnosis shows, not in advance. Durations are indicative, and the price is set by sector and complexity after a first conversation.
M1 on its own: diagnosis, a score by dimension and a plan.
Structure, decision-making and roles.
The complete core HR system, including pay and performance.
All core modules, including processes.
Digitalisation, succession and culture, as chosen.
Monthly consultations with a quarterly review of the situation.
How we choose a package. If several modules score lowest, we propose a broader package: we do not fix one part without the rest. If the owner is not yet ready for systemic change, we propose a Quick Diagnosis and wait for readiness.
Scores and findings are honest, and the way we convey them is humane and constructive. The greatest harm to a client is a soft diagnosis.
Fifteen short questions on this website. The result is the company's life stage and a first finding, with no obligation.
We get to know the company and the owner's expectations, then propose a package that fits the situation.
The first module: documents, interviews and observation, then a score by dimension and an order of interventions.
Modules are introduced in order, and recommendations are tracked by deadline and responsible person.
We do not score on the basis of a single source. Every finding is checked against three.
Each recommendation has a type (quick win, systemic or strategic) and an urgency: within 30 days, within 90 days or within six to twelve months.
The same order of work, the same report structure and the same logic of recommendations, regardless of who leads the engagement and in which city the company is.
Talentis Adria is a company that helps organisations develop further and increase their efficiency. We work with private and family-owned companies of 50 to 250 employees in Bosnia and Herzegovina and the region, on the topics that decide whether a company can grow: decision-making and structure, roles and pay, processes, digitalisation, succession and culture.
We work to a single methodology with eight modules and a maturity scale from 1 to 5, so every company receives the same quality and the same structure of findings.
Findings are clear and unembellished, and delivered in a way that lets the company do something with them. A soft diagnosis is the greatest harm to a client.
We check every score against documents, interviews and observation, not only against what we are told.
We build documents and systems so that they stay in the company and work without us. The aim is not for you to depend on a consultant.
Private and family-owned companies of 50 to 250 employees in Bosnia and Herzegovina and the region. In smaller companies some modules make less sense because there is no management layer yet.
The free diagnostic on this website is short and indicative: it gives the company's life stage and first findings. The detailed analysis scores all 77 dimensions from three sources and delivers a plan with deadlines. It is carried out as a separate engagement.
It is one person's self-assessment and serves as a starting point, not a verdict. The result shows which answers determined it and how well they agree with one another. Accuracy comes only with the detailed analysis, which replaces self-assessment with evidence.
Until you yourself request a detailed analysis, your answers stay in your browser. If you leave your contact details, you send us your contact, result and answers so that we can prepare for the conversation. Details are in the privacy policy.
The price depends on the package, the sector and the complexity of the company, so we set it after a first conversation. The conversation carries no obligation.
Leave your basic details and a short note. We will get back to you for a first conversation, with no obligation.
The conversation carries no obligation. We use your data solely to respond to your enquiry.
Thank you. Your enquiry has been received and we will be in touch.