Culture is to a company what soil is to a plant. Good soil nurtures the seeds, influencing how the plants grow, develop, and bear fruit.
When the soil (culture) of an organisation is healthy, people thrive. Even if the seed is not top quality, good soil will help the seed grow and develop. Culture creates an environment that will help each person achieve his potential. On the other hand, having a great team but not ensuring the health of the culture is like having good seeds planted in bad soil—no matter how good the seeds are, they will not thrive.
Culture creates an environment that will help each person achieve his potential
Building your company culture allows you to create good soil for your organisation. Your culture becomes a reflection of your organisation’s values, enabling practices, behaviours, and attitudes that are healthy and life-affirming. An environment where it is only natural for your people to flourish and grow.
The culture you create can determine the success of your organisation.
Cultivating a culture of trust is a deliberate undertaking requiring organisation-wide commitment and participation, starting from the top. Leaders will need to be the role models and advocates for for the desired culture to be adopted and embraced by the rest of the organisation.
Culture can be taught and learned but will require the discipline of daily, consistent practice. It is not dependent on or created by a single personality. Culture is not built overnight but requires long-term investment and nurturing. It is intentional and the know-how can be acquired.
We developed a Culture of Trust framework to help other organisations. We start by diagnosing the strengths and opportunity areas in your organisational culture and co-create solutions with you to address them.
Culture can be taught and learned but will require the discipline of daily, consistent practice.
A Culture of Trust has positive effects on:
how fast things are accomplished
operational and people-related expenses
Trust takes time to cultivate, but when the culture of trust takes root, the organisation realises the impact of the transformation quicker. With improved relationships and better collaboration, productivity increases, cost is reduced. With improved performance and efficiencies come greater business results.
“Nothing is as fast as the speed of trust” - Stephen Covey
Employee engagement surveys, be it internally conducted or by an external independent entity such as Great Place to Work® can give you feedback and assessments on company culture and measure your company’s trust level.
Great Place to Work® defines a great workplace as one where employees trust the people they work for, have pride in the work they do and enjoy the people they work with.
Great Place to Work® uses the Trust Index, a composite measure of the employees’ relationships with their job, colleagues and management.
Great Place to Work® believes that trust is the bedrock of a company. The higher the score, the stronger its culture of trust.
As a practitioner, we live out the Culture of Trust. Recognised as a Great Place to Work for 4 consecutive years, our latest Trust Index reflects a level of trust (in the 90s range) that is significantly higher than the Great Place to Work® average of 80s. This high trust score led to a high engagement and low culture entropy score by another independent survey, recognising and validating us as a Top Employer Brand.
ROHEI ‘s Trust Index
Significantly higher than the Great Place to Work® average of 80s.
We developed a Culture of Trust framework to help other organisations. It is the result of years of testing, failing, and learning. It brings us joy to come alongside fellow leaders as they seek to build a Culture of Trust in their organisations.
We start by diagnosing the strengths and gaps in your organisational culture and co-create solutions with you to address the opportunity areas.
We helped a global insurance company embrace and live out their value on customer-centricity through a company-wide values alignment workshop.
We helped a leading urban solutions provider clearly communicate their values through an organisation-wide values intervention spanning several countries.
We helped an IHL in Singapore build culture advocacy through staff engagement and alignment of organisational goals and vision so that everyone in the IHL resonates with & is moved by its vision and purpose.
The ROHEI work ethic demonstrated by every staff member is truly an example of the culture that every organisation wants to build. You feel hosted by the entire team when you hold a programme at ROHEI.
After the programme, staff and managers alike started to embrace our company core values in their leadership, which was seen in their daily communication and work execution. All these also led to improvements in our staff engagement, reduction of staff turnover and greater cross functional collaboration towards common business goals.