Supporting capability
Culture and Employee Experience
From culture transformation and employee listening to change management and experience design, we turn organizational values into meaningful everyday practices
Who it's forHR leaders and managers who want values people can see at work.
01 —Business challenges
Sound familiar?
- Our values are on the wall, not in how decisions are made.
- New joiners take months to find their way.
- Engagement surveys are run, and nothing changes afterwards.
02 —Approach
Six stages, the same every time
Every engagement moves through the stages of the Architecture Chain, so you always know where the work stands.
Diagnose
Find where the chain breaks, with evidence, before proposing anything.
Define
Agree the principles, scope and decisions the design must respect.
Architect
Design the structure, roles, measures or rewards, layer by layer.
Quantify
Cost the design and test it against budget and market data.
Govern
Set the policies, owners and decision rules that keep it working.
Implement & evolve
Roll it out with an owner, a first step and a date; then review and adjust.
03 —Scope
What the work covers
- Describe the behaviours behind each value
- Map the employee journey, from offer letter to first-year review
- Turn survey results into a short action plan
04 —Deliverables
What you receive
Behaviour framework
What each value looks like in daily work, for leaders, managers and staff.
Employee journey map
The moments that matter, and what should happen at each one.
Action plan
A short list of actions, each with an owner and a date.
05 —Outcomes
What changes afterwards
- Values that show in decisions, not only on posters.
- New joiners who become productive sooner.
06 —Engagement models
How we can work together
Advisory
Regular sessions with your leadership or HR team to test decisions, review designs and unblock work you run yourselves.
Best when your team has the capacity and wants a second opinion.
Defined project
An agreed scope, deliverables and dates, from diagnosis to an approved design and a plan to implement it.
Best when the question is clear and a decision is due.
Embedded support
We work inside your team for a set period, alongside the people who will run the design after we leave.
Best during implementation, or when internal capacity is short.
For this practiceOften part of a practice engagement, or a short defined project.
07 —Book
Talk to us about Culture and Employee Experience
Tell us what is happening in your organisation. We will reply with a suggested first step.
- You describe the situation in a few lines.
- We meet for a first conversation.
- You receive a short proposal: scope, deliverables and dates.