You might feel that your organisation isn’t quite ready to join the Great Place to Work Programme. Perhaps it is the case that you feel your culture isn’t set up to receive recognition as a Great Workplace, or that you haven’t got the extravagant perks and beanbag decked office you believe you need.The Great Place to Work Journey, however, is about far more than recognition.
For almost twenty years, some of Ireland’s most recognizable organisations of all sizes and industries develop their culture by measuring and building trust through the Great Place to Work framework.
The Great Place to Work model delivers insights on what areas you are excelling in and what areas you can improve. For this, all employees and leaders are surveyed to understand their current experience and analyse the people practices that are in place. We then partner with your organisation to build out an action plan that will improve your workplace.
What you won’t hear from us, is that you need to invest a small fortune into perks and your office décor, we believe Great Cultures are built by focusing on doing the basics well.
Not all of the organisations within the Great Place to Work Community, now known for their culture, achieved Best Workplaces Certification in their first year with us. Rather, the framework has acted as a barometer of the trust levels of their organisation, with that data being turned into actions as a collaborative effort.
One request we often get is "can we get an example of how the Great Place to Work framework supports an organisation to improve their workplace culture". The Avantcard (now Avantmoney) and Woodie's journeys below show how our model can support an organisation’s journey to establishing a high trust culture.
In Avantcard’s journey, CEO, Chris Paul, offers insight into how the organisation developed a high trust culture through the Great Place to Work Programme. Chris discusses:
The actions Avantcard took to become a high trust organisation
Survey results as beneficial as a catalyst for addressing pain points
Developing action plans in a trust-building framework
How culture development is a continuous process
How action planning can motivate and inspire colleagues
In Woodie’s journey, you will hear CEO, Declan Ronayne, discuss their Great Place to Work Journey:
The actions Woodies took to move from low trust to high trust organisation
The value of the Great Place to Work model to culture development
Utilising the Trust Index to understand areas to action
Engaging staff and leadership in the trust-building process
The relationship between culture and bottom-line profits for the business
Consider the accounts shared above, neither organisation achieved recognition in their first year in the programme. This did not mean they were not ready to participate, quite the opposite is true. These organisations are exactly who we want to join us, both wanted to develop their organisation into a more positive and productive environment.
If you feel you might not be a Great Place to Work yet, then you are the perfect candidate for the programme. The Great Place to Work Journey is about culture, people, trust and performance, the recognition will follow naturally.
Get in touch with one of our team today to get started on your journey!