We believe it’s important to listen continuously to your employees as it is with your customers. We help you listen to these employees using a mix of channels to capture qualitative & quantitative data. 1:1 conversations, Focus Group Discussions, and open text questions in the 10xPeople survey provide for the qualitative data. Likert scale questions in the survey provide for the quantitative data. The block level scores along with the eNPS metric (employee net promoter score similar to that of customer net promoter score) culminate in a Org Health Heatmap. This provides a baseline before the start of our People & Culture engagement.
During and post the engagement, we continuously track eNPS metrics along with the block level scores present in the Org heatmap.
Our people excellence team work closely with your HR team/CEO’s office to plan & carry out the eNPS transformation journey across 3-6 months.The interventions are centred around people practices which require immediate attention(as highlighted in the Org Heatmap) and ones which have the highest potential to drive your eNPS. We not only help design the new processes but also go one step forward in playing the role of an operating partner and oversee end-to-end execution.
We believe that the solutions always need to be a mix of short term initiatives & long term design solutions. Ex: If Rewards is the problem area, short term initiatives would be on the lines of correcting a pay range for unfairness & long term initiatives would include design of org philosophy through Org Manifesto, Total Rewards Proposition design etc. We have seen startups make these needle movements over 4-6 months depending on the systematic rigour in the overall execution.
A typical engagement would last for about 5-6 months
Lack of commitment from the founders/leadership team makes the entire exercise moot. This leads to slower needle movement on metrics that need immediate attention. The role of the leaders & functional owners will be much higher in the initial design conversations where we require their inputs to understand the context inside out. Once the execution phase kicks in it depends on the founder's interest to be involved or not.
The People & Culture engagement output will be fully customised to your requirements. Your inputs will be taken at each and every step of the process to ensure that your org’s context is fully understood before arriving at the final design.
While your HR team will be a strong execution & thought partner for us in the journey, it’s not mandatory for this engagement to occur. In the past we have effectively worked directly with leadership teams to design & install high impact people & culture practices.
We believe that your org is the biggest product you build. Taking a product approach to people & culture practices is necessary to build an org that achieves big strategic goals and embodies your vision.
A strong culture is a big enabler for the success of any startup irrespective of its current stage. This directly increases your probability of hiring and retaining the best talent. The earlier an org starts on this journey, the better.
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