We meet with key stakeholders — which might include the Board, leadership team or project sponsors — to clarify your goals, define success, and agree on how we’ll work together.
We can also help craft internal communications so your team understands the why, what and how of the process.
Through interviews, surveys or focus groups, we gather insights from across the business — capturing what’s working, what needs improving, and what your people value most.
We analyse all the feedback to identify key themes and cultural pressure points — the drivers and blockers of a culture where people thrive.
We facilitate a workshop with your leadership team (or broader stakeholders) to unpack the insights and co-design your ideal workplace culture — which may include behaviours, values, success indicators and/or priorities.
These planning sessions typically run as one full day or two half-days.
We bring everything together into a practical but concise strategy document — complete with guiding values, behaviours, and clear actions across hiring, leadership, communication and engagement. We’ll present the draft, refine it with your input, and deliver a version that’s ready to roll out.
If needed, we can stick around to help bring the strategy to life — through coaching, facilitation, comms planning, pulse checks or even part-time HR support.
Clarity on the Culture You’re Building
You’ll define what great culture looks like in your business — with shared values, behaviours and focus areas that align with your goals and strategy.
Engaged Stakeholders from the Start
By involving people at all levels, you create a culture that’s shaped with them — not just handed down to them.
Aligned and Empowered Leadership
Your leaders will gain clarity on what’s expected of them culturally — and how to model and reinforce it day to day.
Clear, Practical Strategy
You’ll walk away with a values-aligned strategy and roadmap that’s ready to implement and built around your size, structure and strategic priorities.
Sharper People Decisions
Hiring, onboarding and managing performance becomes easier and more consistent with a clear cultural framework in place.
Support to Embed and Evolve
If you need help rolling things out, we’re there — offering coaching, facilitation and pulse checks to keep things on track (and HR support via retainer).
Costs vary based on your size, scope, and what’s included (e.g. number of interviews , focus groups or workshops). Let’s chat and we’ll provide a custom quote — no pressure.
You’ll receive a clear, actionable People & Culture Strategy aligned to your values, plus optional support to embed the strategy if you need it.
Hearing from your people is key to building a culture that reflects reality, not just aspiration. But we tailor the approach to suit your size and context.
Projects typically take 4–8 weeks from start to finish. We'll agree on a schedule that works for you upfront.
It depends on your size and needs, but typically includes conversations with your leadership team, broader staff engagement, and a co-designed planning session to help shape your strategy.
This is ideal for startups, growing businesses, or established organisations ready to take a more intentional approach to workplace culture.
Yes. Confidentiality is essential. Feedback is de-identified and presented in themes — not linked to individuals. People tend to speak more openly with an external consultant, which means you get more honest insight.
No — we design the process to fit around your team’s day-to-day operations.
Alison was thorough, thoughtful, and respectful in gathering sensitive information and in providing necessary (and sometimes confronting) feedback. After identifying the issues, Alison set out a clear plan to implement changes. She also helped us set up valuable structures and procedures to identify and deal with potential issues at an earlier stage.
Alison was thorough, thoughtful, and respectful in gathering sensitive information and in providing necessary (and sometimes confronting) feedback. After identifying the issues, Alison set out a clear plan to implement changes. She also helped us set up valuable structures and procedures to identify and deal with potential issues at an earlier stage.