Electric Circus

Employers that want help with the moments shaping working life turn to Electric Circus, a creative, digital and HR communications business. Its work spans an employee's time at an organisation, from the first day in a job to leadership development. Its working idea is that experiences create memories, memories lead to stories, and stories build reputations. The business is based in the United Kingdom and focuses on employee experience and workplace learning.

Onboarding that builds commitment from day one

Onboarding work is mobile-first and gamified, designed to build commitment from the start. The company cites its own figure that 23% of new hires leave before their first anniversary, and argues that most onboarding does little to change that. Its programmes aim to give new staff a personal, engaging route into the job.

Making existing learning platforms work

Where a client already has a learning management system, Electric Circus works to make that platform more useful to staff. It states that average completion rates on learning management systems sit at 20 to 30%, and it says its work can lift participation. When off-the-shelf tools fall short, the firm builds a bespoke platform instead. It can work with existing enterprise systems such as Cornerstone, Workday and Docebo, so clients do not lose their earlier investment.

Career pathways and leadership development

Career pathways are maps staff can explore, tied to real learning and kept current by the client's own team. The company's own figure is that 41% of employees quit because of a lack of career development, and it argues that a PDF no one opens will not help. Its leadership programmes help leaders adapt, and build an inclusive pipeline of future leaders.

HR technology and wider projects

The business also works on HR technology that links workplace tools to the people who use them, among them a global internal engagement platform. Its project list includes a zero-waste sustainability campaign and simplified, personalised learning pathways. Planning for the future of work, including how to develop, redeploy and recruit the skills an organisation will need, is part of its offer.