Employee engagement, productivity, retention, innovation, diversity, ultimately the long term health of your firm. All are directly linked to your organisational culture. HBS professor Nitin Nohria studied more than 200 management practices of 160 firms in a major multi-year study. His team found that maintaining an effective culture was one of only four core requirements for success.
However managing organisational culture is far from easy. Advocating a certain corporate culture does not mean that the culture is upheld throughout the organisation. Only 19% of the executives and 15% of employees in a recent survey said they believe strongly that their culture is widely upheld within their own organisation.
Defining and managing organisational culture can prove complicated. But with 30 years experience in this field, hfi will help your business get it right.
hfi’s organisational culture review is the result of more than 30 years of research. hfi utilises interviews, focus groups, employee surveys and questionnaires to measure 13 key characteristics and more than 60 sub-factors of your existing organisational culture. At the same time we work with your leadership team to fully understand the desired values and corporate culture. This allows us to identify and highlight those areas of your organisational culture that are currently misaligned.
As with all our work, what sets hfi apart is how we provide quantitative data for even the most subjective of concepts. Each characteristic and sub-factor is scored, providing an objective baseline for measurement. hfi also recognises the value of qualitative insight. Focus groups and interviews help to identify consensus and evidence from those immersed in your business culture.
Results from an hfi organisational culture review can be used to:
With support from hfi, your business can clearly identify, put in place and maintain a sustainable organisational culture that supports your corporate goals and delivers maximum success.
hfi’s culture review has allowed us to tackle a challenge that was seen as soft and nebulous, that of engaging and aligning our employees, current and future, with our values and business objectives. We have gone on to use the results to create a clear description of the type of organisation we wish to be and to establish hiring criteria and techniques which support that objective.Jonathan Cawthra, Group Resources Director, Affinity Sutton
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