![\"\"](\"https:\/\/www.cultureanalytics.co.nz\/wp-content\/uploads\/2021\/11\/cropped-CAL_Logo-512.png\"){kind=logo}
<\/figure>\n\n\n\nPeople Surveys<\/h1>\n\n\n\n
We use Qualtrics world class XM survey platform to design and deliver our people surveys, or we can work with your existing platform. We can help you…<\/p>\n\n\n\n
- \n
- Provide a managed service to deliver all your Qualtrics XM surveys<\/li>\n\n\n\n
- Design clear and actionable questionnaires (whether it is a one-off survey, a series of pulse or 360 surveys, or a suite of employee life-cycle surveys – such as recruitment, onboarding and exits and other critical moments that impact employee experience)<\/li>\n\n\n\n
- Set up and administer your survey project in Qualtrics<\/li>\n\n\n\n
- Design survey reporting and dashboards tailored to your organisation<\/li>\n\n\n\n
- Analyse the results and provide insights and recommendations for your leadership team<\/li>\n\n\n\n
- Advise of best use of AI solutions<\/li>\n\n\n\n
- Provide tools, resources, and an ideas bank to incorporate into your action planning<\/li>\n<\/ul>\n<\/div>\n\n\n\n<\/div>\n\n\n\n\n<\/figure><\/div>\n\n\n\n
Culture, Values & People Experience<\/h2>\n\n\n\n
Organisations that actively manage the experience of their employees and customers significantly outperform those that do not on several key dimensions, such as revenue, growth, profitability and employee retention. We can help you articulate, bring to life and monitor your culture and how your people experience being part of your organisation. Aspects of this could include:<\/p>\n\n\n\n
- \n
- Vision and values discovery sessions<\/li>\n\n\n\n
- Culture transformation and other people focused change initiatives<\/li>\n\n\n\n
- Employee journey mapping and listening approach\/strategy<\/li>\n\n\n\n
- Engagement and retention opportunities<\/li>\n\n\n\n
- Values aligned recognition programme design<\/li>\n\n\n\n
- Leadership capability and behaviours<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n\n<\/div>\n\n\n\n<\/div>\n\n\n\n<\/div>\n\n\n\n\n<\/figure>\n\n\n\n
Diversity, Equity & Inclusion<\/p>\n\n\n\n
Fundamental to our ethos is that organisations should provide a diverse, equitable and inclusive environment for all its people.
This is achieved by creating a culture where people (regardless of gender, ethnicity, background etc) are comfortable being themselves at work; have the same access to opportunities for participation, development, advancement, and reward; are not disadvantaged or hindered by bias or stereotyped assumptions; are attracted to the organisation as a good place to work and build a successful career; can see different backgrounds in the leaders; are part of a sustainable diverse pipeline to select leaders from in coming years.<\/p>\n\n\n\nWe work with you to design an approach to clarify your current state which may include…<\/p>\n\n\n\n
- \n
- A full audit of your organisations DEI, through Surveys, interviews, focus groups and communications\/collateral <\/li>\n\n\n\n
- Assessment of the capability, practices and behaviours of leaders and teams<\/li>\n\n\n\n
- Make the most of employee-led network groups<\/li>\n\n\n\n
- Assessment and advice on organisational communications<\/li>\n\n\n\n
- Pay gap analysis<\/li>\n\n\n\n
- ‘Target’ setting that actually measures and achieves what you intend
<\/li>\n<\/ul>\n\n\n\n<\/figure>\n\n\n\nPeople Data Governance<\/p>\n\n\n\n
The world of business generates oceans of data, and we\u2019ve seen how Artificial Intelligence can use data in exciting ways. However, many organisations are only just getting to grips with the need to establish data quality standards so that their data can be used effectively. Culture Analytics can help you set up your data governance programme, walking you through defining data ownership, establishing data quality standards and data security measures. The ultimate aim is to enhance the reliability and trustworthiness of data so that it is correct at the source, and ensure compliance with data protection and privacy regulations. For example:<\/p>\n\n\n\n
- \n
- Do you have \u2018dirty data\u2019 that impacts your business? E.g. inconsistent naming conventions, address fields, product dimensions, using different units, etc?<\/li>\n\n\n\n
- Do you have clear definitions for your data such that anyone can understand it, or is this \u2018held in someone\u2019s head\u2019?<\/li>\n\n\n\n
- Is it clear how the data is captured, how it can be amended, who is responsible for doing so, when and based upon which criteria?<\/li>\n\n\n\n
- Is your data in a useable state, and do you derive insights from it?<\/li>\n\n\n\n
- Are all key stakeholders part of the data lifecycle, or do some areas get surprised when data they receive is in a new format or is retired?<\/li>\n\n\n\n
- Is there a Data Privacy Officer, and is there a process for what to do if there is e.g. a data leak?<\/li>\n<\/ul>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"
Culture Analytics helps leaders understand and prioritise the most important actions for creating engaging places to work. We take an insights-based approach with our work to support your decision making by understanding how aligned your people practices are with your organisations goals. We underline this with the latest business psychology, practical experience and learning from … <\/p>\n