Culture Quotient

Case Studies

Culture Banner.jpg

How do you make sense of existing data?

Overview
The client had conducted several employee engagement assessments.  They were not seeing the impact from the decisions made on this data.  We partnered with the culture consulting team to provide the baseline Culture assessment.  Within days they understood exactly why engagement was low, and created a focused action plan using the model as  basis for change.  It comprised of 3 focused, achievable, actions that led to an increase in employee engagement and productivity.

Client Snapshot

  • Number of employees:  500+
  • Location: Global

Our Solution

Culture Index Baseline
A baseline of their current state organizational culture as it measures against the optimal environment for high performing cultures.  The model maps the responses to over 600 points of evaluation.

Engagement Details

  • Number of employees invited:  580
  • Participation rate:  50%
  • Departments:  38
  • Positions: directors, managers, supervisors and individual contributors.
  • Other variables:  Tenure, Birth Year, Location, Workstation.
  • Turn Around Time: within 5 days of evaluation close.

Deliverables

  • Comprehensive Report:  80+ page report for delivery team understanding.
  • Executive Summary: 3 page executive summary.
  • Interactive Report:  Digital report to enable devlivery teams to look at data views and better understand the insights.
  • Debrief with an Index Analyst.

Outcomes

Meaningful, Truthful Data Bridging Cultural Differences.
Given the anonymous nature and association style of questions, comments indicated a high level of transparency in employee responses, even for those regional cultures that are not typically as open.  Employees commented to the difference in evaluation type with no more rankings or scores out of 5 being a relief.  

Subculture understanding enabled the team to understand how to maximize the value of the best parts, as well as their barriers specific to different communities.

Correlation of Optimal Actions to Employee Top-of-Mind.
Actions were prioritized by the comparison to the optimal environment, as well as what was important the employee base.  From the 100's of things that could be done, the 4 that would lead to the biggest impact came to light, with the exact root causes identified.

Reduced Time to Action.
An instant time savings per consultant to go from data insights to understanding what needed to be done over their previous methods. 

This was made possible by our comprehensive data model that underlies the analysis. This makes it easy to move straight from evaluation to enacting impactful adjustments, rather than having to figure out what was causing the results.

Thank you for your amazing work on this – it looks amazing and ready to go. It is a very extensive analysis with a lot of info. I must say the analysis you have done is such a time saver for our consulting team.
— Senior Culture Consultant

 

How can we engage the salesforce?

Challenge Overview
The client was looking to better engage their salesforce to improve their customer experience.  They were conducting a strategy session with their Global Sales Leadership and wanted to best understand what they should do to increase engagement with the brand and their agility.

Client Snapshot

  • Number of employees:  11,000+
  • Location: Global

Our Solution

Culture Index Baseline
A baseline of their current state organizational culture as it measures against the optimal environment for high performing cultures.  The model maps the responses to over 600 points of evaluation.

Engagement Details

  • Number of employees invited:  58
  • Participation rate:  95%
  • Regions participating: Americas, APAC, EMEA  
  • Positions: People leaders, individual contributors. 
  • Other variables:  Tenure, Birth Year, Generation.
  • Turn Around Time: within 3 business days of evaluation close.

Deliverables

  • Comprehensive Report:  60+ page report for delivery team understanding.
  • Interactive Report:  Digital report to enable delivery teams to look at data views and better understand the insights.
  • Debrief with an Index Analyst.

Outcomes

 Measurement of What Drives Change. 

The Index and Maturity model delivered actionable metrics that pinpointed exact areas to focus on. Not percentage of agreeance and scales, but actionable steps to increase the maturity level of the environment in which agility can thrive.

Identification of Sub-Cultures.

By understanding the sub-cultures across people variables, and regions, they could hone in on specific actions as well as identify what broader organizational barriers existed.

Smarter Decisions on Where to Spend Efforts and Resources for Maximum Impact. 

Indicative impact simulation showed where potential solutions would impact the overall culture so that prioritization and road mapping would garner maximum results.

The value that this brings is clear. The data and insights raised the quality and tangible achievement of our sessions. We can now correlate actions, services, and solutions to measurable improvement in reaching our organization’s goals.
— Leadership