Always treat your employees exactly as you want them to treat your best customers.
Stephen Covey
Employee Engagement Survey
- Conduct Initial Employee Engagement Survey to pinpoint Employee Engagement Hotspots
Action Plans
- Perform Business Impact Assessment & Cost-Benefit Analysis
- Action Plans to Address Weaknesses
- Conduct Follow-up Employee Engagement Surveys to monitor improvements
Corporate Culture
- Corporate Culture & Values Executive Workshop
- Articulate & Communicate Corporate Culture
- “Walk the Talk” Leadership Workshop
- HR Processes
- HR Service Model
- Business Processes & Systems
- Web-based Collaboration & Knowledge Management
These services provide the foundation for creating a High-Performance Culture in your organisation.
“Cultural Fit” is our short name for “Cultural & Organisational Alignment”. It is at the centre of the Organisational Performance Wheel. It provides direction to Employee Engagement Action Plans and sets up a solid foundation for creating a high-performance culture.
Our services in this area involve:
- Diagnosing areas of Non-Engagement and their causes. We call these “Employee Engagement Hot-Spots”. They may be localised in specific workgroups, or systemic across the organisation.
- Impact Assessment & Action Plans - Planning and Implementing Corrective Actions and monitoring their results.
- Cultural & Organisational Alignment– Vision, Goals, Culture and Processes.
Work-Life Balance
Work-Life Balance is a common issue highlighted in Employee Surveys that we can address through personal or team coaching.
Diagnosing areas of Non-Engagement
We can use the results of your Employee Opinion Survey or conduct a specific Employee Engagement Survey to diagnose areas of Non-Engagement in your organisation. We call these “Employee Engagement Hot Spots”. They may be localised in specific workgroups, or systemic across the organisation.
Impact Assessment and Action Plans
The next step normally involves a Root Cause Analysis of non-engagement to understand the cause-effect relationships and their impact on organisational performance (financial and non-financial). This information allows us to develop a list of Improvement Initiatives which can be prioritised by strategic importance and/or business value.
With this information you can select a timetable for implementing the initiatives. For each initiative we work with your people to develop an Action Plan, with timelines and improvement targets, (preferably to existing performance measures or KPIs). If the investment is significant, we can do a Cost-Benefit Analysis that will allow the benefits to be calculated in financial terms, and tracked via the P&L.
Cultural and Organisational Alignment
Action Plans relating to a specific workgroup can produce immediate results. However systemic (organisation-wide) improvements are typically longer term and require a solid foundation. We call this “Alignment” and it typically involves three main areas:
The first is Goal Alignment – ensuring that goals are aligned at all levels in the organisation:
- Corporate Goals, Vision and Strategy.
- Department, Team and Workgroup Plans.
- Employee roles and performance expectations.
The next is Cultural Alignment:
- Clearly articulated Organisational Culture and Values.
- Leadership Style – Leaders who “walk the talk”.
- A “Cultural Fit” between employees’ personal goals, values and ambitions, and those of the organisation.
Finally, Alignment of Systems & Processes to support the Organisational Culture in a high-performance organisation:
- People-related Processes like Communication, Performance Reviews, Career Progression, Personal Development and Recruiting.
- Use of technology and web-based systems to support a Learning Organisation and Multi-location Teams.
- The HR Service Model – the services provided by HR to the rest of the organisation.
- Other Business Processes and supporting systems.
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