Organizational Culture & People

Organizational culture is not permanent and can be developed. The first step is to identify the current culture and determine why and in which way it is to be developed. The starting point for developing an organizational culture is to define a clear a vision and targets for it: what kind of culture will support the strategy, what kind of culture do we desire, and what are the values that drive the culture and underpin the way we operate. We help our clients to develop an organizational culture that supports employee well-being, engagement and the achievement of business objectives.

Meaningfulness in work and business, diversity in the workplace, inclusion of all employees and empowerment are increasingly important ways of engaging employees. Today, every responsible employer should work on these elements of engagement with their employees.

In a dynamic business and working environment, psychological safety is also one of the enablers of change and performance, alongside employee engagement. Competition for employees is intense, and nowadays people can choose a job that is meaningful to them and in alignment with their values. More and more employees are doing so, and more and more consumers or business partners are choosing a more responsible company supplier.

We have been building values for the company as a facilitator together with our customers' employees. We have carried out several tailored surveys for the employees and facilitated workshops to develop an action plan and development initiatives to clarify and renew the organizational culture. We also have experience in developing diversity plans as part of the process of building organizational culture.