Culture Change & Employee Experience Consultancy

Strong, positive leadership that creates high-performing environments where people feel supported to do their best work, and turns that into results.

Let’s Talk Talent helps organisations change their culture and improve the employee experience, so people do their best work and stay. Over three to six months, we listen to your people, define the values, behaviours and ways of working you need, then embed them through your leaders, managers and everyday processes.

Most change programmes aren’t lost at launch. They’re lost in the months afterwards, when people drift back to how they worked before. That’s why we treat culture and change as one piece of work.

Talk to us about your culture →

Ready to Make Your Next Change Stick?

How do we change our culture?
How do we create and drive a high-performance culture?
How do we create real transformation across our people?

How do we make our values real?
How do we keep great people?
How do we get people to adopt new ways of working?

What we do

1 Values and leadership behaviours
Define the values and behaviours that help you win in your market.
- Culture audits and diagnostics that show how your culture works today.
- Values and behaviours defined with your people, using immersive tools such as LEGO® SERIOUS PLAY® and the Emotional Culture Deck to help them see their culture from a new angle.
2 Ways of working
Agree how you operate day-to-day, so the culture shows up in how work gets done.
- Ways of working, policies, and procedures that match your values.
- Culture change and transformation as your market and technology change, including the adoption of new ways of working.
3 An environment where people do their best work
Give every member of your team the support they need to do their best work.
- Employee experience across the moments that matter, from your employee value proposition to onboarding.
- Engagement and retention: acting on feedback and survey results.
- Emotional culture work and line manager capability, backed by our management and leadership team.

How we work

Culture work typically takes three to six months from first listening to embedded change, led with your leadership team.

Weeks 1 to 4

Listen

Culture diagnostics: surveys, focus groups, interviews and drop-in sessions, using tools that help people speak openly.
Weeks 5 to 10

Define

Values, behaviours, culture and ways of working co-created with your leadership team, then tested with your people.
Months 3 to 6

Embed

Activated through ways of working, your change plan, policies and the employee experience, with coaching for leaders and training for managers.

Who’s involved: your executive sponsor and leadership team, HR and internal communications, and employee culture champions who carry the work into every team.

Why Let’s Talk Talent

11 years helping organisations get, keep and grow brilliant people.

Culture work rooted in leadership, backed by our coaching and assessment and leadership development teams.
Practical tools that make culture tangible, from LEGO® SERIOUS PLAY® to the Emotional Culture Deck.
Named HR Consultancy of the Year 2025 at the Personnel Today Awards.
Culture and change work for Our Future Health, Nokia, IOPP, King’s College London and the British Library.
See how we created a behaviour framework for the UK’s largest library and designed a future-ready operating model for the UK’s largest health research organisation.

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Clients’ Testimonials

“Through tailored diagnostics and analysis, impactful delivery, and engaging with our senior leadership teams to build meaningful programmes, they have been strategic partners in the delivery of highly effective learning strategies.

We would highly recommend Let’s Talk Talent to any organisation wanting to support and progress their management and leadership community”. – Kirti Swift, Head of Leadership Learning & Development, King’s College London

“We feel incredibly fortunate to have partnered with Let’s Talk Talent to support the development of our management and leadership provision across King’s College London. It was evident from the start they truly understood the complexity of operating in the higher education sector and have been generous and effective in sharing their expertise”. – Kirti Swift, Head of Leadership Learning & Development, King’s College London

Our Clients

Let’s Talk Talent has supported change and transformation for organisations including Hearst, Warner Bros., King’s Fund, Vodafone, Nokia, ForGood Tech, Lifearc and King’s College London, across restructures, operating model redesigns, culture programmes and post-acquisition integration.

Culture and employee experience FAQs

How do we change our culture?

Start by finding out how your culture works today, not how you hope it works. Then define the few behaviours that matter most, build them into everyday processes such as hiring, one-to-ones and recognition, and make sure leaders model them first. Culture changes when daily habits change, not when values go on the wall.

How do we create and drive a high-performance culture?

Set clear expectations, give people regular feedback and support, and make it safe to raise problems early. Performance and wellbeing work together: people perform best where they feel supported. Our performance management team builds the conversations and processes that sustain it.

How do we create real transformation across our people?

Design structure, culture, and communication together, not one after another. Involve people early, so they help shape the change, equip managers to lead it, and measure adoption, not just launch dates.

How do we make our values real?

Turn each value into two or three behaviours people can see, then build those behaviours into how you hire, onboard, review performance, and promote. Values become real when they shape decisions, including the difficult ones.

How do we keep great people?

Find out why people stay and why they leave, then act on what you hear. Improve the moments that matter most, such as onboarding, career conversations, and how managers support their teams. Line managers shape that experience every day, so give them the skills to do it well.

How do we get people to adopt new ways of working?

Explain why the change matters, involve people in designing how it will work, and give managers the skills to support their teams through it. Watch for change fatigue, and track whether people are using the new way of working, not just whether it has launched.

What’s the difference between change management and culture change?

Change management helps people adopt a specific change, such as a new structure or system. Culture change shifts the shared behaviours and beliefs that shape how work gets done every day. Most lasting change needs both, which is why we handle them together.

How long does culture change take?

Our culture programmes typically run three to six months from first listening to embedded change. A culture audit on its own is shorter. The current page quotes 4 to 8 weeks for culture audits and 12 to 24 months for full transformations. Please confirm which timings to keep

Ready to build a culture people want to stay in?

Tell us what you want your culture to look like, and we’ll show you how we’d get there with your people.