DELIVERING SUCCESSFUL CULTURE CHANGE
The steps to delivering successful culture change are relatively simple, from getting exec buy-in to assessment and then the actions to start affecting real positive change creating a win-win for both organisation and employees. The Cultiv8tiv team are on hand to act as sounding board along your journey from sharing best practice to helping interpret the results.
EXEC BUY-IN
The first and most important step in your culture transformation journey is exec buy-in. Without the support and backing of the exec team then the culture assessment project will be seen by the employees as a tick-box exercise where no action is taken.
EMPLOYEE BRIEFING
It is critical to get employee buy-in as well as Exec buy-in. The employees will invest time and effort in their feedback and they need to know how why they are doing it, how the information will be used and whether action will be taken off the back of it.
CONFIGURE AND LAUNCH ASSESSMENT
Tailor your assessment; enter your organisation’s values and purpose, define who make up the Leadership team and who is in Management then upload the recipients you would like to receive your assessment. The whole process takes less than 20 minutes.
GATHER EMPLOYEE FEEDBACK
A Cultiv8tiv assessment is live for 3 weeks. We will invite all employees to answer the questions, provide them with definitions of The Leadership and Management. We will prompt employees to complete it before the assessment closes.
EMPLOYEE ENCOURAGEMENT
Just because employees have been asked once to provide their feedback dosn’t mean that they will do it. The Leadership and individual managers should encourage the employees whilst the assessment is live; explain why it is important and why they want to hear from all employees.
RECEIVE ANALYSIS
No matter how big or small your team, you’ll receive your culture pulse score, breakdown across the 12 areas and full report within a couple of hours of your assessment closing. You can then share the findings with both colleagues and consultants and agree on the actions you want to take forward.
COMMUNICATE THE FINDINGS
Once you have had time to digest the findings, understand the strengths of the organisation’s culture as well as the opportunities to improve, then you will want to share these with the organisation. Sharing the findings is an important step towards creating a positive workplace culture.
TAKE ACTION
You employees will have invested time and effort in providing their feedback so they to know what actions and what changes will be made that will have a positive impact on employees. It is then important to explain the “you said-we did” before going back to the start of the process.