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Company Culture Consulting Solution

Company Culture Consulting Solution

Putting People First

Company culture plays a critical role in the development of an organisation.
Research has linked company culture directly with organisational effectiveness and high performance (Edgar Schein, for example) with significant business benefit from fostering high performance work practices.

The OPG Organisational Culture Model

The OPG Organisational Culture Model summarises the core components which The OPG research into corporate culture drivers identified.

opg organisational culture model The drivers of corporate culture

Aligned Values

Understanding the corporate vision is critical for all staff if they are to perform well. Without clarity around the mission and values of the organisation, achieving high performance is difficult. This is a fundamental building block for building a high-performance work culture.

Employer Value Proposition (EVP)

The EVP is a unique set of benefits which an employee receives for working with the organisation. Clearly defining what an organisation stands for is a critical tool for defining how to attract and retain the best talent. In return the EVP also clearly defines what is expected from the team.

Behavioural Competency Framework

Clarity around expected behaviours is important as employees need to understand how to “live” the values, and align leadership behaviours to performance and company culture.  Without this clarity the expected behavioural norms are not effectively communicated or embedded in the organisation. Moreover, employees do not necessarily know how to align their behaviour with the vision, values and culture.

Role Profiles

An important element of any organisational culture is understanding how a role impacts on the organisation and its culture through having clearly defined role profiles which articulate:

  1. Role
  2. Responsibilities
  3. Qualifications
  4. Objectives

By having clarity around roles recruitment, performance management and learning & development the culture can be directly linked with performance as expectations are clear. This will lead to the right people being recruited.

Effective Internal Communications

Performance and clarity are linked as to how an organisation articulates the vision and leadership of the organisation. To be effective, communication needs to be two-way with effective feedback links in place. Without effective communication the culture will be sub-optimal at best. Typically, a good communications strategy involves a though understanding of stakeholders and the strategy of the business in order to ensure strategic alignment.

Effective Leadership

Leadership skills and leader behaviours are directly linked with organisational culture. Our leadership practice works with clients to develop self-awareness, and to develop leadership competencies which are aligned with the values and culture of the organisation. Staff empowerment and employee involvement and participation help to foster positive working cultures.

Performance & Reward Strategy

Linking reward with values and culture is important as behaviour impacts on culture directly. Paying regard to non-financial KPIs when setting pay, be it fixed or contingent, can significantly impact on culture and performance.

Similarly, an effective performance management process with defined objectives and succession planning criteria can be important catalysts for change. The “appraisal process” is dead; the ongoing and open dialog performance process is most definitely the future.

The OPG Culture Shaping Process

The OPG is different because we do not believe one size fits all, or that culture shaping is solely an internal communication or employer brand issue.

We believe in a three-step process:

opg culture shaping process diagram

We use well respected culture diagnostic tools such as Colleague and Culture Surveys together with psychometric assessment and 360-degree feedback, as appropriate.

Once we understand and have agreed the cultural development needs, we can design a cultural development intervention which permit the client to embed change in their organisation. Our approach is to be objective, analytically driven and focussed on business outcomes rather than being ‘wedded’ to any one approach.

Culture can be a business differentiator

There is no doubt that culture impacts on staff and organisational performance, and evidence shows that having a positive culture impacts the organisation in a number of positive ways:

  1. Encourages discretionary behaviours from colleagues – a critical component of high performance as staff who ‘go the extra mile’ really are a competitive advantage for organisations
  2. Lower staff turnover
  3. Less absenteeism
  4. Better staff wellbeing
  5. More effective team working
  6. Better quality orientation – employees care about doing a good job
  7. Better innovation – through empowering the team
  8. Better problem solving – through empowering the team
  9. Greater willingness to learn, adapt and change
  10. Overall, a stronger psychological contract which helps improve trust in the organisation

Toxic Culture

A toxic culture has the opposite effect. It is extremely damaging, not just in terms of employee morale, but also in terms of organisational performance and reputation, and even longer term sustainability.

Symptoms of a toxic culture:

  1. Reduced productivity
  2. High staff turnover
  3. Poor engagement with work
  4. A ‘revolving door’ culture based on fear and sanction
  5. A culture based on mistrust and the ‘them and us’ syndrome
  6. Low or no feedback loops
  7. Stifled innovation and adverse risk management

The OPG Culture Solution

The OPG Culture Solution is bespoke and designed around an effective diagnosis of the client’s current culture and their desired state.
For example, this may start with a Colleague Survey or a cultural diagnosis tool to understand the change needed in the business.

Solutions may include:

  1. Design of company values aligned with the mission and corporate strategy
  2. Design of competency frameworks linked to values
  3. Redesign of the Employer Value Proposition (EVP) to establish mutual expectations around what the company offers to colleagues and expects from colleagues in return.
  4. Designing role profiles aligned with values and competencies
  5. Implement internal communications strategies which give employees a voice as well as channels for cascading information
  6. Design and facilitate leadership development which is effective.

The OPG Cultural Solution is objective and business focussed based on a rigorous approach to understanding the current state and designing solutions which help improve ‘bottom line’ performance by helping clients to build a culture which fosters high performance working.

Too often, a one size fits all or piecemeal approach to implementing cultural improvement simply does not work. The OPG Culture Solution avoids these pitfalls.

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 Contact Us

Southampton Office:

Phone: +44 (0) 2380 236 944

Email: medavis@ramseyhall.com

 Head Office Address:

The Occupational Psychology Group
Enterprise House
Ocean Village
SO14 3XB

Manchester Office:

Phone: +44 (0) 161 848 0048

Email: medavis@ramseyhall.com

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