Organizational Culture Consultancy Services in Kenya
Transform Your Workplace With Our Organizational Culture Consultancy Services
Are you struggling to foster a positive and productive organizational culture? Look no further. The People Edge Consulting is your trusted partner for transformative organizational culture consultancy services in Kenya. As a leading HR consultancy firm, we specialize in helping businesses create a thriving work environment that aligns with their strategic goals. Our team of experienced corporate culture advisors can provide tailored solutions to address your unique challenges and drive employee engagement, productivity, and overall success.
Why should you measure your organizational culture?
The type of culture an organization offers can work to either its benefit or detriment. A cohesive, supportive culture creates trust, camaraderie, and belonging and unites employees with organizational goals and each other. It is also a catalyst for attracting and retaining highly talented employees who are engaged and productive.
92% of the 3,000 participants in an EY U.S. survey stated that company culture is a top factor in whether they stay with an employer.
Since healthy, resilient cultures support better business success, every organization must stay abreast of how its current culture resonates with employees. Measuring organizational culture is the key to this.
The benefits of conducting an organizational culture survey
While there are other ways to gauge corporate culture, a survey can help get data directly from employees to make informed HR and business decisions.
Conducting organizational culture surveys offers many advantages, including the following:
- Identifying the current culture and establishing benchmarks for future assessments
- Being aware of what employees appreciate about the culture
- Identifying issues and practices that undermine the culture
- Fostering transparency and communication with employees
- Demonstrating a commitment to valuing employee input
- Empowering changes that drive improvements.
One Step Ahead
Overview
The Denison Model provides a comprehensive, yet easy to interpret guide for organizational change through two frameworks: The Organizational Culture Model and the Leadership Development Model. Built on the same foundation, both models describe the characteristics of high-performance business culture and leadership and measure four essential traits of all organizations.
The Denison Model is the basis for two diagnostic surveys, the Denison Organizational Culture Survey and the Denison Leadership Development 360.
Model
CULTURE Model
“Do we know where we are going?”
High performing organizations have a mission that tells employees why they are doing the work they do, and how the work they do each day contributes to the why.
Strategic Direction & Intent: Strategic direction & intent typically refers to the multi–year strategies — high priorities established to ‘operationalize’ the vision.
Goals & Objectives: Goals & objectives are the short–term, specific goals established that help every employee see how his/her daily activities connect to the vision & the strategy.
Vision: Vision is the ultimate reason you are in business – your purpose – what you are ultimately trying to achieve.
“Does our system create leverage?”
Consistency provides a central source of integration, coordination and control, and helps organizations develop a set of systems that create an internal system of governance based on consensual support.
Core Values: High-performing organizations have a clear set of core values that help employees and leaders make consistent decisions and behave in a consistent manner.
Agreement: By engaging in dialogue and getting multiple perspectives on the table people can reach agreement when difficult issues and problems arise.
Coordination & Integration: Employees understand how the work that they do impacts others and how other’s work impacts them. They make sure that work is coordinated and integrated to serve the organization as a whole.
“Are our people aligned and engaged?”
Highly involved organizations create a sense of ownership and responsibility. Out of this sense of ownership grows a greater commitment to the organization and an increased capacity for autonomy.
Empowerment: They clarify those areas where employees can make decisions, have input, or those areas that are beyond an employee’s scope of responsibility. This promotes ‘informed’ empowerment.
Team Orientation: Teamwork is encouraged so that creative ideas are captured and employees support one another in accomplishing work goals.
Capability Development: Capability development is practiced in a variety of ways, including training, coaching, and giving employees exposure to new roles and responsibilities.
“Are we listening to the marketplace?”
High performing organizations have the ability to perceive and respond to the environment, customers, and restructure and re-institutionalize behaviors and processes that allow them to adapt.
Creating Change: High-performing organizations welcome new ideas, are willing to try new approaches to doing things, see creating change as an important part of the way they do business.
Customer Focus: Employees recognize the need to serve both internal & external customers and continually seek new and improved ways to meet customer expectations.
Organisational Learning: ‘Thoughtful’ risk taking is encouraged. Organizational learning means we gain knowledge from successes and failures. Our first reaction to reasonable mistakes is not ‘Who is to blame?’, but rather ‘What can we learn?’
Ready to Transform Your Company Culture?
Contact The People Edge Consulting today to schedule a consultation. Our expert team will work closely with you to understand your specific needs and develop a customized plan that delivers tangible results. Don't miss out on the opportunity to create a thriving work environment that attracts and retains top talent.
Schedule a Consultation Now!