Connemara has considerable experience in designing specific interventions for clients, particularly when they undergo organisational change. One such intervention is a Culture and Climate Audit where internal research provides executives with information on which to base the implementation of their business objectives.
A comprehensive, scientific process is used to measure:
- Climate - the level of employee engagement, and
- Culture - the beliefs, behaviours, attitudes, values and customs that employees experience, and their impact.
The research approach may include one-on-one interviews, focus groups, questionnaires and online engagements.
Examples of aspects that could be polled include:
- What people perceive the culture to be and how they relate to the perceived culture;
- What people believe the culture should be to best support strategic objectives;
- Areas of concern related to culture;
- Corporate health checks to determine how people feel towards an organisation and its leadership;
- Research that evaluates people’s loyalty and level of work satisfaction; and
- Research that identifies how people rate a company as an employer.
Based on the degree to which culture is visible to observers, it can be analysed at three different levels:
- Artefacts – visible organisational structures and processes;
- Espoused value – strategies, goals, philosophies; and
- Basic Underlying Assumptions – unconscious, taken for granted beliefs, perceptions, thoughts.
This provides a clinical, balanced and holistic reflection of the voice of your employees, which is captured in an agreed time span. Surveys of this nature often provide hard-hitting feedback on previously unrecognised views.