Transforming Team Culture At A Not-For-Profit Organisation
The Challenge
Background
In response to escalating challenges around performance, engagement, morale, and increasing employee relations (ER) cases, a client in the not-for-profit sector engaged Let’s Talk Talent to conduct a comprehensive, independent culture audit for a specific team. The goal was to identify cultural concerns, pinpoint risks and strengths, and realign the team with the broader organisational values. Through this approach, we sought to establish a cohesive environment that could sustain future success and high performance.
Objective
To conduct a culture audit designed to uncover cultural gaps, address areas of risk, and provide targeted recommendations for a stronger, values-aligned team environment. This involved creating a clear path for the team to enhance cohesion, foster psychological safety, and establish effective structures and processes that support productivity and morale.
Goals
- Identify Cultural Concerns and Misalignments
- Conduct a thorough audit to understand cultural gaps, risks, and root causes of team challenges.
- Enhance Team Cohesion
- Build a cohesive environment through targeted recommendations that encourage open communication and trust.
- Align with Organisational Values
- Help the team re-align with core organisational values to build a more resilient, unified culture.
- Drive Sustainable Success
- Establish a framework for long-term engagement, satisfaction, and performance within the team.
Approach and Implementation
- Establishing a Safe and Transparent Audit Process
- Given the sensitivity of the issues, we prioritised objectivity, psychological safety, and transparency, working closely with the client to communicate the audit’s purpose. A non-judgmental approach facilitated honest dialogue, fostering high engagement during interviews and drop-in sessions.
- Data Collection and Analysis
- Through desk-based research, individual interviews, and open sessions, we gained a holistic view of the team’s culture. This well-rounded data allowed us to uncover both immediate challenges and systemic issues affecting long-term morale and engagement.
- Strategic Recommendations
- Based on our findings, we developed targeted recommendations for structural and developmental improvements, focused on enhancing communication, accountability, and team alignment.
- Redefining Line Management Responsibilities
- Adjustments were made to line management roles to better align with team needs. By focusing on guidance, accountability, and support for employee development, satisfaction improved noticeably.
- Structural Adjustments
- By streamlining communication channels and clarifying roles, team members were empowered to take ownership of their responsibilities, leading to improved collaboration and operational efficiency.
- Individual Development Plans
- Development plans were created to address both technical skills and essential soft skills like communication, conflict resolution, and leadership. These plans boosted confidence and engagement, equipping team members with tools for effective problem-solving and teamwork.
The Results
Impact and Results
Within six months of implementing these interventions, the team experienced significant improvements:
- Increased Productivity
- With structural adjustments in place, outstanding tickets were reduced by 60%, reflecting a more efficient, productive team.
- Improved Engagement and Satisfaction
- Overall engagement scores increased, with employees expressing greater satisfaction with the clarity of roles, accountability measures, and development support available to them.
- Cultural Resilience and Cohesion
- Feedback indicated a palpable shift in team ethos and alignment with organisational values, fostering a more resilient, cohesive team culture where employees felt valued and motivated to contribute.
Return on Investment (ROI)
The investment in cultural interventions paid off measurably, as evidenced by improved productivity, employee retention, and satisfaction. The strategic realignment and development plans not only addressed immediate challenges but also established a foundation for sustainable success, highlighting the power of targeted culture transformation to drive both short-term gains and long-term growth.