Rid the Organization of an Inconsistent Culture to Improve Employee Engagement

Don’t let a confusing culture leave your employees in disarray.

Onsite Workshop

Inconsistent cultures that are not intentional and/or are organically-grown often:

  • Become weak and ineffective.
  • Lead to misaligned decisions, practices, policies, and processes that disengage employees and negatively impact business metrics.
  • Result in high expenses related to things that don’t matter to employees.
  • Promote a poor reputation in the market, which is costly and time consuming to change.
  • Cause poor employee commitment, leading to employees not making decisions in the best interest of the organization.

Identifying and promoting a dominant culture can:

  • Drive employee engagement. Culture has the second greatest impact on employee engagement out of all other engagement drivers.
  • Attract and retain the right people.
  • Provide a good foundation for building interesting and impactful onboarding programs.
  • Fuel employee performance and productivity.
  • Increase retention rates. Culture has the second greatest correlation with employee intent to stay.

Module 1: Identify the Dominant Corporate Culture

The Purpose

  • Understand the project rationale for why consistent culture is important.
  • Identify dominant culture and determine how widespread other cultures are in the organization.

Key Benefits Achieved

  • Clearly identified rationale to get stakeholders on board for the project.
  • Defined next steps for how to address dominant culture.

Activities: Outputs:
1.1 Discuss where you believe the organization lies on the matrix and why.
  • Examples of how the organization is representative of each of the four types of cultures.
1.2 Discuss results from the Organizational Culture Diagnostic and identify next steps.
  • Recommendation on which culture is the dominant culture, and understanding of how the other culture types are represented in the organization.

Module 2: Plan to Address Dominant Culture and Manage Subcultures

The Purpose

  • Plan how to implement or reinforce dominant culture.
  • Plan how to identify and manage subcultures in the organization where necessary.

Key Benefits Achieved

  • Created action plan for how to reinforce dominant culture.
  • Determined management guidelines for dealing with subcultures in the organization.

Activities: Outputs:
2.1 Create the plan of action to reinforce a traditional culture.
  • Identified goals, metrics, initiatives, responsibilities, and timelines to reinforce or implement dominant culture.
2.2 Create the plan to manage subcultures across the organization.
  • Plan of action to address challenges, initiatives, responsibilities, and timelines for departments or locations where subculture is not working.

Module 3: Communicate and Plan to Measure Success

The Purpose

  • Plan how to share the culture messaging to employees.
  • Identify how to follow up and measure success of implemented plan.

Key Benefits Achieved

  • Developed messaging to employees.
  • Set and planned measurement for progress.

Activities: Outputs:
3.1 Develop the employee communication plan.
  • Communication plan that covers who is delivering and receiving the messaging, what the messaging is, where it is being shared, and when it is being shared.

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