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.