Building a successful business culture takes intention and effort. You know this because you live it and while you may have spent a great deal of time defining and communicating your purpose, many business owners struggle to get their purpose to match their culture. We launch our businesses with ideas we know and are passionate about. We want so badly to be successful, but if only we could get our employees to do what we need them to do!
At hr-haven we work with our client partners that are in this very same situation. And out of this need we developed the Culture Roadmap.
- We conduct in-depth, in-person cultural interviews with your employees, management, staff and of course the owner of the organization.
- We tabulate our results into quadrants based on your top four areas for improvement, usually these include Service, Clarity, Purpose and People.
- We create a detailed report, listing our recommendations for each quadrant and, provide a roadmap of how to achieve cultural greatness!
One of the more
insightful benefits of our Culture Roadmap is that we collect both qualitative and quantitative data. We are getting back actual language from our interviews and identify themes from these to tabulate into the quadrants to determine what actionable items need to be achieved in order to positively impact the desired cultural shift. We also have questions with numerical ratings, and with this we are able to provide an average across the company on each particular questions, but also an average by employee to measure individual satisfaction and engagement.
While we all know that the qualitative data
is very relevant and extremely useful in identifying the areas of focus however, it is still subjective and can be skewed from person to person, depending on the individual positions, managers, experience level and even the temperament of the individual contributor. Honestly, we all know the quantitative data is invaluable. Especially, when you want to track your progress from year to year! Based on the overall average by employee, we can usually estimate with an eerie certainty how many employees are a flight risk. You can also set priorities based on this data, and make sure the focus is on the most important issues and will get the biggest impact first. Using this data year over year, you can measure the success of the recommendations that have been implemented, and you can also measure areas that have regressed, and plan out areas for improvement moving forward.
The first step is talking to your employees, they usually know what is wrong and if you listen you can gain the insights you need to start working towards a well-defined and aligned culture. Usually, this is much easier and more effective with the help of a third party. Someone that employees can trust to be completely confidential and objective so that their opinions are heard and their concerns can be acted upon.