BMG is proud to have helped numerous organizations achieve their goals by helping design unique conscious cultures for them. We'd like to share with you how this was accomplished through assessment and strategies. The following case studies are actual clients' stories. We've removed their names to protect the companies and their employees.
Case Study A - Public Company
Case Study B - Less Than 100 Employees
Case Study C - 200+ Employees
Case Study A – Public Company
The Opportunity - Findings from the 360° Cultural Assessment
For this company a lack of collaboration was almost their downfall. Although day-to-day operations were carried out, productivity was low due to an artificial harmony. Staff dissatisfaction rates were high. Lack of transparency, mistrust, not feeling valued, all led to teams feeling pitted against each other. Because of the lack of communication, a lot of work was duplicated creating inefficiencies. Employee expectations were unclear and this led to the poor quality of work and low employee retention.
The Strategy – How to Reach Objectives
Leadership wanted to have their team feel empowered to collaborate. This desire helped shape the company’s operating values leading the way for team members to make productive contributions. By creating a safe and production-driven environment, silos were naturally broken down.
The cultural design included regular team meetings (education on other areas of the company), implementing success measures for each department as well as common goals and implementing a responsive and accountable suggestion program.
We helped build a culture framework of team transparency and performance measurement.
The Results – What Happened Next
This company’s productivity increased by 30% with an added benefit of staff contribution to innovation. Because of the suggestion program, people felt their ideas were being heard which encouraged them to share their ideas. Leadership was pleasantly surprised at the fore thought of their staff. The processes that were put into action led to open information sharing and ultimately eliminated internal department silos.
Today the values that drive this company’s culture are presented and reviewed on a regular basis, ensuring all members of the team are conscious of the culture they defined.
We helped build a culture framework of team transparency and performance measurement.
Case Study B – Less Than 100 Employees
The Opportunity - Findings from the 360° Cultural Assessment
This company had a very strong outward view of their business; they took excellent care of their clients, but when it came to their own backyard, they did not have a stable inward company view. Staff members did not have clear role definitions and did not have a clear understanding of what was expected of them. There was little collaboration with other departments, creating a culture operating in silos. There was little constructive feedback. This led to an overall lack of moral. “If we didn’t hear anything bad we assumed we were on the right track”. Staff felt undervalued.
The Strategy – How to Reach Objectives
BMG worked with leadership to design management competencies and processes for management support. These strategies helped inspire staff to offer beneficial feedback to all members of the team. Feedback was made a priority and the new systems were designed to ensure staff feedback remained consistent. Leaders were trained in how to facilitate one-on-one and team meetings that offered an open environment that encouraged feedback and productive planning.
We helped build a culture framework of accountability through clear expectation definition and strengthening management competencies.
The Results – What Happened Next
Results demonstrated a strong understanding of accountability and responsibility among management and staff. Less time was spent reworking projects and rectifying misunderstandings. Higher job satisfaction was reported, with the workforce feeling empowered to be more innovative. With the new process of encouraging consistent feedback, staff always knew where they stood, creating clarity. This company now has stronger staff responsiveness, more effective communication and clear performance definitions.
We helped build a culture framework of responsiveness.
Case Study C – 200+ Employees
The Opportunity - Findings from the 360° Cultural Assessment
In this assessment it was discovered that staff did not understand the organization’s standard operating procedures due to a lack of process clarity, training and continuous involvement from management.
Missing these key factors in production had a devastating impact on safety. The results also had an impact on staff moral and eventually public confidence.
The Strategy – How to Reach Objectives
By defining processes from leadership, to management, to staff, to client services, this company was able to bring focus and accountability into the workplace. Management and staff worked together to establish definition of process and high reliability. BMG helped design an open line of communication, clear role definitions and high reliability processes.
We helped build a culture framework of continuous improvement, safety and high reliability.
The Results – What Happened Next
Since establishing complete clarity for the importance of process, this organization has reported very low incident rates. Staff now takes pride in their work and are committed to continuous system improvement. The results boast an exceptionally confident workforce who are satisfied in their jobs and deliver quality service.
We helped build a culture framework of continuous improvement and safety.