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.

Workshop icon Book Your Workshop

Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.

Book a Workshop View Blueprint
GET HELP Contact Us
×
VL Methodology