Diagram illustrating 'Employee Experience Drivers' funneling into 'Culture.' At the top, seven colored pathways representing different drivers converge into a large downward arrow labeled 'Employee Experience Drivers,' which then points to 'Culture.' Each pathway has an icon and a label: Positive Workplaces (plus sign icon) Health & Wellbeing (heart with pulse icon) Growth (seedling icon) Trust (shield with check mark icon) Employee Proposition (hand holding a dollar sign icon) Creating Meaningful Work (heart inside a chat bubble icon) Management & Leadership (hierarchical structure icon). The drivers represent key areas influencing the overall culture within an organisation.

Culture effects employee engagement

Culture is a living breathing organism made up of diverse and unique human beings. It is built on values and behaviours and is supported by leaders, systems and processes that become part of the DNA of an organisation, the ways things are done.

Culture must be aligned to the organisation’s purpose, vision and strategy.

With multi-generational workforces, hybrid, remote and matrix teamworking, the need to create inclusive cultures, the need to engage and upskill employees, culture is not an easy thing to build, create or fix.

You can start your journey by completing our Employee Experience Assessment today. Speak to a member of our team to discuss your results and what to do next to get your culture back on track.

Engage & Thrive - A program for Transforming Cultures

Program Stages

Engage & Thrive is an agile and flexible approach to culture transformation which uses the Barrett Values assessments to create insights which are analysed to develop clear actions. We work with you to identify areas for development, create the action plan and support your leaders to embed the change required.

We begin by measuring your culture using the pioneering Barrett Values Assessments to provide a clear picture of the values and behaviours being demonstrated within your organisation. Organisation-wide surveys are supplemented by listening groups and selected leadership assessment tools which can be benchmarked against data captured from over 40,000 organisations globally. This survey can include external stakeholders for better alignment with connected communities and can also be used as part of a stakeholder analysis exercise, for example, as part of a newly formed Board Activation program or during merger and acquisition projects.

Explore and analyse the strengths and cultural challenges within the organisation. From these insights, identify priorities and strategic recommendations. The analysis includes a clear picture of how people show up to work, the current behaviours playing out at work and a breakdown of the desired future. Data can analysed by segment to provide a detailed picture of what's really going on, as opposed to a superficial affirmation of your espoused values. The process is action focused and our support is solution-oriented and practical - helping you to address the behaviours that are getting in the way of creating a high performing, happy, motivated workforce.

Outline the necessary actions and allocate resources to meet the defined cultural goals. Develop comprehensive communication and cascade strategies to ensure that all levels are engaged and informed.

Identify and implement training and development initiatives to actualise the desired cultural shift. As Kotter advises, appoint your Change Committee or Change Champions and provide them with skills development to deliver successful change.

Conduct engagement events to communicate action plans and involve all employees in the cultural transformation. You cannot over communicate. Understand that employees will be experiencing the change curve. To help employees through the change process you must explore, engage, support and communicate effectively and consistently.

Reinforce the new culture through consistent practices, behaviours, and habits across the organisation. Celebrate the wins along the way to build momentum and desire for positive change.

Regularly collect data to evaluate the effectiveness of the cultural initiatives, making adjustments as needed to ensure continuous improvement. And never let your culture slide. Leaders need to model the behaviours they wish to see in others because leaders create the weather.
Barrett Values Model and the 7 sections; contribution, collaboration, alignment, evolution, performance, relationships and viability.

Barrett Values Model

How to measure your culture

Using the Barrett Values Culture Assessment we measure the values that are displayed in the workplace. An organisation-wide survey is conducted with agreed segments. This can also include a range of external stakeholders to help you align to the groups you serve. We work with your team to develop recommendations embed the desired values and provide leadership development, equipping leaders with the skills to be able to execute effective change and culture transformation.