Employee Engagement

Do you suspect that your company needs a revamp? High turnover? Low employee engagement? Long product cycles? An environment of negativity? Mistrust of leadership?

In doing straight strategy consulting for two boutique firms, I discovered that most companies don’t need a new strategy or business model, they need a culture that aligns employees with the company purpose, focuses on customer needs, and empowers people to get stuff done.

A sure sign of a soul-based workplace is excitement, enthusiasm, real passion; not manufactured passion, but real involvement. And there’s very little fear.”
– David Whyte
 My work comes from my background in business strategy, finance, and anthropology. I have created a proven Employee Engagement Program that guides you through 5 essential steps. You can choose from a do-it-yourself program or a customized program with coaching.

With the DIY Employee Engagement Program, you get:

  • Easy to follow step-by-step instructions
  • Training sessions for individuals and leadership teams on culture, communication, active listening, and how to have culture conversations
  • A proprietary, statistically validated Employee Engagement Assessment, with detailed instructions
  • Self-Assessment for Leadership Team and key team members
  • Exercises for your internal culture team and leadership team

As you begin a culture change initiative, you will likely uncover some sensitive issues. This Culture Change Program provides you with the training and tools to easily and skillfully handle even the most challenging situations.

“Caprice handled extremely sensitive concerns with discretion and good judgment. Her ability to frame and quantify complex issues helped us to put together a plan that was both simple and actionable. I recommend Caprice’s work to other companies without hesitation.”

– Tim Furey, President & CEO, MarketBridge

Steps in a Successful Employee Engagement Program

Step 1: Declare Internal Ownership at a High Level

With ownership comes accountability and responsibility. It is important that a culture change project be owned by someone within your organization. If you hand this important piece over to an outside consultant, people within your organization won’t take this work seriously and might go through the motions, never believing that anything positive will come of it.

Step 2: Educate Leaders and Managers

Within most organizations, there is confusion about culture and what it really is. Educate key stakeholders about corporate culture and gain their support of the culture change effort. Members of the leadership team may feel threatened by any proposed culture change because they may have benefited from the current culture. Our powerful Program provides you with everything you need to gain support from the key team members, even the most skeptical one.

Step 3: Diagnose your Current Level of Employee Engagement

You can choose a survey-based assessment or a conversational approach. Both methods are included in the DIY Employee Engagement Program.

a) Survey-based Organizational Assessment. This survey is divided into ten sections with 98 quantitative questions to create metrics and track data over time. It also includes open-ended qualitative questions to gather valuable insights from employees.

  • Are employees aligned with the goals of the organization?
  • Is communication open and effective?
  • What are the potential trouble spots?
  • Are employees enthusiastic and planning to stay at the organization?
  • Do departments work well together?
  • Do employees have the training and tools do get their work done?
  • Is the organizational culture innovative or limiting?

And Much, Much More.

b) Inquiry-based, conversational assessment with ten guided questions and with detailed instructions. Your team will put on your anthropologist hats and do some field work.

Step 4: Ramp up

Based on the findings in Step 3, you will learn what needs to be celebrated in the organization and what needs to be shifted. The Employee Engagement Program provides detailed guidelines on how to affect change within multiple organizational dimensions.

Step 5: Develop a Feedback Loop

Engagement is dynamic and ever changing. You will learn how to build dynamic feedback loops into all employee and customer conversations.

My soul called me to this work because I could see the human misery in the average workplace. Many organizations are soul-less places where you need to leave your humanity at the door. I am passionate about building humane, soul-based thriving cultures where people love to work.

Caprice has the unique ability to understand both the strategic, financial side of business and the human side of business.
– Terrie Lupberger, President, The Newfield Network, USA

What Next?

Educate yourself about the link between organizational culture and employee engagement. Read about Conscious Culture Creation.

Learn what  your company needs to successfully support a remote work strategy: Download the Distributed Organization Blueprint

If this all makes sense to you and you’d like to purchase the DIY Culture Change Program or inquire about my support or coaching, contact me.