Culture Change

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Culture change can be undertaken at a whole organisation, department or team level. Organisations will often look holistically at culture change using organisational wide initiatives that cover values, behaviours and reward. However, they also look at the psychological culture or climate of departments and teams. A department or team’s ‘psychological climate’ refers to an individual’s or group's perceptions of the level of autonomy, safety, co-operation, support, status and effectiveness of that team. Research indicates that if an individual has a positive perception of their psychological climate, their effort, commitment, involvement, learning effectiveness and ultimately performance increases significantly. 

At Peopleytics we look at all three levels; organisational, group and individual. Our insight and measurement are based on a psychological and evidence-based approach. We use valid and reliable surveys to measure and benchmark how people are feeling and what the culture is like before we start. We are then able to understand where to focus our efforts, but also to show the improvements we have made following our interventions. 

We follow a five-step approach to increasing team effectiveness and changing culture.

1) Understanding how people are feeling. With any change intervention, it is important to listen first, act later. We use psychological questionnaires and listening sessions to understand how teams perceive the current culture. We then use this data as a baseline measurement.

2) Defining what the new culture will look like. We work with you to decide on the standards you expect and the behaviours you want to encourage. 

3) Gaining buy in. Making sure people agree with and want to come on this journey of improvement with you. We support by co-presenting an outline of the new culture you are looking to create and what you expect of people. 

4) Implementation. Once you have decided on the culture you want, we help you to implement it effectively. We design frameworks, interventions, training and communications to help ensure all stakeholders are working in line with the new culture.

5) Measuring and maintaining the culture change. Finally, we look to measure the effectiveness of our interventions and put things in place to maintain the culture change. 

Maintaining this new culture is vital to continued improvement. Re-enforcing messaging, behaviours and expectations as well as assessing new people who join your team to ensure they are a good fit for this new culture, will maximise the longevity of the increased performance.  We help to periodically check in with people about how they are feeling about the psychological culture of the team.