Culture & Climate Analysis
Understand the factors that enhance and inhibit your employees’ performance and create a plan of action to foster a positive and productive working environment.
Organisational culture represents a common perception held by employees that gives an organisation its distinct personality. It is the unspoken values, beliefs and assumptions shared by employees.
Culture is the social glue that helps hold an organisation together by providing appropriate standards for what employees should say and do.
While culture is useful in defining the boundaries of acceptable behaviour, it can have both positive and negative outcomes.
Culture and climate can be assessed in various ways, including:
Survey
Identify priorities for change. Rather than focusing on ways to lift a low score, consider what changes would have the greatest impact.
More than a measuring device - engagement doesn’t change because it has been measured.
We can facilitate the development of engagement strategy, measuring engagement, and action planning to ensure maximum return on investment.
Interviews
Happy employees are good for business – they are more committed to their work, treat customers well, are more productive, and a pleasure to work with.
Find out how engaged and enthusiastic your employees are and how this impacts on the bottom line in your organisation.
Focus groups/workshops
Direct from the horses mouth: Our tailored workshops and focus groups are designed to foster open forums for employees to offer their thoughts and opinions and what changes they’d like to see as consequence.
Observation & Document Analysis
Do you know how your HR Department is doing? By undertaking an independent and objective review of your current human resources policies, procedures, documents and systems, and combining this with a survey completed by employees and stakeholders, we identify strengths and opportunities for enhancement.
Insight SRC
Utilising the power of structural equation modelling, it is possible to determine the drivers underpining performance, motivation and wellbeing.
Two key indicators that reflect how employees feel about their work
Morale
The energy, enthusiasm, and pride that employees have in their work.
Distress
The anxiety, concern, tension, and negativity that employees have about their work.
Four indicators of Team Climate that drive wellbeing, motivation, and performance
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Empathy
The extent to which leaders understand the needs of employees .
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Clarity
The extent to which employees have a sense of purpose and know what is expected of them.
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Engagement.
The extent to which employees collaborate, share ideas and solve problems together, leading to a shared understanding and alignment of team goals.
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Learning
The extent to which employees feel their efforts are being recognised and their capability is being developed through appropriate learning and development opportunities.
Don’t light the fire, then run away!
It is important to establish commitment from the leaders to act on culture and climate analysis results. The employees have taken the time to offer their thoughts and opinions and will be watching to see what changes are made as a consequence. If no action is taken, employees can be left feeling despondent and reluctant to share their perspectives in the future.
We can facilitate the development of engagement strategy, measuring engagement, and action planning to ensure maximum return on investment.