Case Study Overview
Owner Gains 18% Valuation, Unites Multi-Generational Workforce, Streamlines Communication & Performance
Read Time: 3 minutes
Client: Data Technology Company
Product: Culture 5 – 12 Check-Ins, 5 Questions, 12 Months
Anxiety Rating: Managed
Staff Connecting: 62% Connecting
Value to Leadership
- After 12+ months of culture work, an updated company valuation yielded an 18% increase for the owner; data was available on the human capital assets of the business
- Consistent collaboration and communication by the owner to staff showcased the owner’s goal of strengthening the company culture and improving staff well being
- Management learned effective, open communication styles, which improved how they managed expected/ unexpected challenges with a multi-generational staff
- Team-facilitated discussions were lean and on point; any challenges were quickly addressed, which was appreciated by all employees.
Leadership Profile
- Company was comprised of a smaller, agile, three-generation workforce that operates in a highly demanding, technical data field
- Owner was seeking an effective way to respond to staff needs, implement team-building activities and support staff well-being in June 2020
- Owner expressed there were workforce areas they sensed needed improvement, but could not ‘put their finger on the issues’
- Owner sought to capture the human capital metrics that could showcase the strength and value of the company culture
Outcomes
- Participation rate was 100% for each of the 12 Check-ins
- The owner and manager were extremely committed to working on the 1-2 staff-identified leadership needs every month and communicating next steps to staff
- Tracking well-being & anxiety as leading indicators was key for the owner to react to changes in the business and manage the ever-changing workforce environment
- Well-being and feelings of connectedness improved significantly when staff requested additional training & skill development and the owner moved to secure a sizable, industry-specific training grant for all employees
Requested Leadership Behaviors Expressed:
At 30 days: Help Balance the Load/ Avoid Burn Out
At 120 days: Share What Leadership is Working On
At 6 months: Offer Job Training/ Skills Development
At 8-9 months: Help Balance the Load/ Avoid Burn Out
At 11-12 months: Help Balance the Load/ Avoid Burn Out
Metric Goal
Culture Score = Contributing/ Performing
Well Being Index = Stable/ Energized
Anxiety Rating = Managed/ Minimal
Feelings Index (Connecting) = Higher % the better
Milestones
At 120 Day Check In
- Connecting moved from 33% to 75% – Employees had taken the Check In for four months, owner/ manager consistently responded to staff requests for frequent, consistent communication and feedback on company projects & customer status updates
- Decreased anxiety & improved well-being – Staff felt heard and that their concerns were being addressed by the owner/ manager
At 6 Month Check In
- Connecting rose to 86% – Leadership responded to staff requested need – Help Chart Career Development – by procuring a high-value, industry-specific technical training grant, employees felt heard
- Owner responded to staff requested need – Be Approachable & Open to New Ideas – by implementing online games & social activities that formed bonds, improved communication when staff was in a 100% virtual work setting
At 8-9 Month Check In
- Anxiety Concentration doubled from 2.0 to 4.0
- Business has a demanding seasonal component that was driving anxiety, contributing to staff overload
- Owner then realized the training grant had a pending completion deadline that was due in the middle of the company’s busy season
At 12 Month Check In
Win for All: – The owner responded to the high anxiety by securing an extension on the training grant deadline. The grant extension reduced anxiety dramatically, well-being went to Energized; this brought the entire team and company back together.
