Introducing Connectd
- Connectd is a fast growing professional services company that connects business experts with visionary start ups and scale ups. They are reshaping the way that experts and organisations connect.
- The workforce of approximately 100 people operates across three continents and from 5 international offices.
- The executive team understands that you can copy a product, you can copy a strategy, but you can’t copy a company’s culture and that culture is the engine of performance and if you can’t measure it then you can’t manage it.
The role that culture plays
James Dixon explained that the leadership at Connectd, as the original architects of the culture, recognise the important role that culture has played in getting the business to where it is today, helping to overcome early challenges and drive business success. They understand the importance of fostering an environment where employees can thrive and are motivated to go the extra mile where every employee is proud of the work they do and proud of being part of the Connectd community.
It has been the Culture and the Connectd people that has enabled the business to grow to its current levels so the executive team wanted to measure the strength of it, understand why it is strong, identify any issues and build a plan to address them.
The team has seen a 60% growth in headcount over the last 6 months with new hires at all levels and across all offices and with the launch of a new global strategy can put significant pressure on the people within it and this is when issues can arise.
James Dixon said “Cultiv8tiv is one of our start up organisations and we discovered their offer through one of our fractional HR Directors so it seemed like a fantastic opportunity to road test one of clients alongside one of our fractional HRD’s”
Working with Cultiv8tiv
James Dixon said “The Cultiv8tiv assessment was very easy to set up and we were able to launch our assessment in 15 minutes, but I can’t emphasise enough the importance of the selling-in process. To ensure that we had a high response rate then it was important that every employee understood why we were running a Cultiv8tiv assessment, that anonymous really did mean anonymous and that we were committed to sharing the results. We had great support from the Cultiv8tiv team so were able to lean on their experience and knowledge in the culture space”.
Previous engagement surveys providing incomplete picture
Like many organisations, Connectd had previously run Engagement Surveys, which provided a set of metrics that were difficult to interpret and did not help the executive team to understand what was actually happening behind the numbers. They were able to spot trends, but did not provide any actionable insights.
James Dixon said “When we ran engagement surveys in the past we had to pick our way through the data to try and interpret what was going on. This took significant time and we found it challenging to share any real feedback to the workforce”
James went on to explain “Previous reports lacked clear direction and meaningful depth. They simply compared year-on-year differences without uncovering the underlying reasons behind the results. As a result, the engagement surveys couldn’t drive cultural change, since they offered little insight into what was actually influencing the data.”
Detailed analysis and actionable insights
The Cultiv8tiv culture analysis blends anonymous assessment and AI to build a complete picture of an organisation’s culture. Once the assessment has closed then the organisation’s AI module completes the analysis to provide a Culture Pulse Score, a breakdown across 12 areas and then a full written report with detailed analysis and actionable insights.
James Dixon shared, “The Cultiv8tiv assessment delivered a far deeper level of insight than any employee engagement software we’d used before. The results were fast, but more importantly, they came with a clear narrative that helped us understand both our strengths and the areas needing attention – enabling us to take meaningful culture change actions that impact not just our team, but our customers as well.”
Building a plan for change
The organisation knows that when you ask employees for feedback then they deserve to hear the findings, what the priorities are moving forwards and how employees can get involved.
James Dixon, the Head of People and Culture has been road showing the findings across the organisation starting with the executive team, then management and finally to employee groups. This closes the feedback and ensures that the employees know that their feedback has been noted and is including the employees in the next stage of maintaining and building the Culture at Connectd.