86%
of employees and executives cite ineffective communication for workplace failures
23%
increase in “actively disengaged employees” after a change event – even if no one’s job is affected
83%
of mergers and acquisitions fail, with Culture cited as the most common reason
“
I am really excited to work with MyPeople. In all my 20+ years in senior HR roles, I have not seen technology that provides critical people insight and answers business challenges. Their marginal gains approach of continuously nudging people to improve, is powerful and easy to use.
HR Director, Munnelly Group PLC
MyPeople Culture for Optimising Performance
Learn directly from your workforce what makes your culture great, and where it needs attention
Culture
Understand the cultural strengths and risks throughout your organisation. MyPeople’s 13-factor model of culture examines key cultural themes and the impact they have on your people
Engagement
An engaged workforce increases productivity and reduces costs. Using the most scientifically validated model of employee engagement, the Culture Health Check identifies where Engagement is strong and where the organisation is at risk, and why
INSIGHTS
The results suggest that Individuals feel a strong alignment of their personal values with those of their team.
STRENGTH
Health and Wellbeing
Learn the risk that burnout poses to your organisation and what can be done about it. Identify teams at risk of fatigue and reduced performance, as well as spotting potential flight risks before they become leavers
Net Promoters
Would your employees recommend your organisation and why? The Culture Health Check identifies what really matters to your people and what you can do to attract and retain top talent
Culture
Understand the cultural strengths and risks throughout your organisation. MyPeople’s 13-factor model of culture examines key cultural themes and the impact they have on your people
Engagement
An engaged workforce increases productivity and reduces costs. Using the most scientifically validated model of employee engagement, the Culture Health Check identifies where Engagement is strong and where the organisation is at risk, and why
Health and Wellbeing
Learn the risk that burnout poses to your organisation and what can be done about it. Identify teams at risk of fatigue and reduced performance, as well as spotting potential flight risks before they become leavers
Net Promoters
Would your employees recommend your organisation and why? The Culture Health Check identifies what really matters to your people and what you can do to attract and retain top talent
Culture
Understand the cultural strengths and risks throughout your organisation. MyPeople’s 13-factor model of culture examines key cultural themes and the impact they have on your people
Engagement
An engaged workforce increases productivity and reduces costs. Using the most scientifically validated model of employee engagement, the Culture Health Check identifies where Engagement is strong and where the organisation is at risk, and why
Health and Wellbeing
Learn the risk that burnout poses to your organisation and what can be done about it. Identify teams at risk of fatigue and reduced performance, as well as spotting potential flight risks before they become leavers
Net Promoters
Would your employees recommend your organisation and why? The Culture Health Check identifies what really matters to your people and what you can do to attract and retain top talent
How it works for Optimising Performance
Step 1.
Upload your employees
Step 2.
Create a Culture Health Check and wait for the results
Step 3.
Understand how your cultural health is impacting performance
MyPeople Culture for Scaling and Growth
Growing your organisation is exciting but it can put at risk what you’ve worked so hard to build – your people and culture
Keep your culture
Learn what aspects of your culture are your strengths and should be maintained. As you grow you can check in to ensure these remain strong, or are even being taken to the next level.
Use growth as an opportunity for improvement
With change comes an opportunity to improve. By identifying areas of weakness before growth, effort can be made to improve on these as you hire, with re-measurement ensuring you know your strategy is working.
INSIGHTS
The results suggest that Individuals in the Sales department do not feel there is much stability in organisational structures.
RISK
Inform your change management approach
Understand what impact change will have on different parts of your organisation. Learn how change will be received in different teams and know how to keep it constructive.
Understand how joiners differ
As you grow you can see the difference in cultural views between the old guard and new. Use this to inform your onboarding processes and keep your values consistent.
Keep your culture
Learn what aspects of your culture are your strengths and should be maintained. As you grow you can check in to ensure these remain strong, or are even being taken to the next level.
Use growth as an opportunity for improvement
With change comes an opportunity to improve. By identifying areas of weakness before growth, effort can be made to improve on these as you hire, with re-measurement ensuring you know your strategy is working.
Inform your change management approach
Understand what impact change will have on different parts of your organisation. Learn how change will be received in different teams and know how to keep it constructive.
Understand how joiners differ
As you grow you can see the difference in cultural views between the old guard and new. Use this to inform your onboarding processes and keep your values consistent.
Keep your culture
Learn what aspects of your culture are your strengths and should be maintained. As you grow you can check in to ensure these remain strong, or are even being taken to the next level.
Use growth as an opportunity for improvement
An engaged workforce increases productivity and reduces costs. Using the most scientifically validated model of employee engagement, the Culture Health Check identifies where Engagement is strong and where the organisation is at risk, and why.
Inform your change management approach
Understand what impact change will have on different parts of your organisation. Learn how change will be received in different teams and know how to keep it constructive.
Understand how joiners differ
As you grow you can see the difference in cultural views between the old guard and new. Use this to inform your onboarding processes and keep your values consistent.
How it works for Scaling and Growth
Step 1.
Upload your employees
Step 2.
Create a Culture Health Check and wait for the results
Step 3.
Understand your baseline cultural health
Step 4.
Re-measure regularly to monitor change
MyPeople Culture for Mergers and Acquisitions
You’re in the process of merging two fantastic organisations and you want to take the good from both – but with mergers comes cultural risk
Identify the best of both
Understand the cultural strengths of both organisations to make sure they are not lost throughout the transition
Learn where to improve
A major structural change provides an opportunity for improving key areas. Learn what the issues are from each organisation and what they can learn from each other to move forward together
INSIGHTS
The results suggest that the two organisations are aligned in 11 of the 13 cultural factors. There is misalignment in…
STRENGTH
Learn where to focus your efforts
Some areas of each organisation may be more resistant to change than others. You can identify these and know where to focus your change management resources to prevent problems before they occur
Set a baseline for the future
When the results are in you’ll know what good looks like. Use this baseline for future evaluation of the success of your transition
Identify the best of both
Understand the cultural strengths of both organisations to make sure they are not lost throughout the transition
Learn where to improve
A major structural change provides an opportunity for improving key areas. Learn what the issues are from each organisation and what they can learn from each other to move forward together
Learn where to focus your efforts
Some areas of each organisation may be more resistant to change than others. You can identify these and know where to focus your change management resources to prevent problems before they occur
Set a baseline for the future
When the results are in you’ll know what good looks like. Use this baseline for future evaluation of the success of your transition
Identify the best of both
Understand the cultural strengths of both organisations to make sure they are not lost throughout the transition
Learn where to improve
A major structural change provides an opportunity for improving key areas. Learn what the issues are from each organisation and what they can learn from each other to move forward together
Learn where to focus your efforts
Some areas of each organisation may be more resistant to change than others. You can identify these and know where to focus your change management resources to prevent problems before they occur
Set a baseline for the future
When the results are in you’ll know what good looks like. Use this baseline for future evaluation of the success of your transition
How it works for Mergers and Acquisitions
Step 1.
Upload employees of each organisation
Step 2.
Create a Culture Health Check and wait for the results
Step 3.
Compare the Culture of each organisation to understand similarities and differences to manage the impact of change
Get in touch
Talk to our Culture specialists today to find out more about the edge MyPeople Culture can give your organisation
Organisations that trust MyPeople
