When you want a
seamlessly inclusive culture.
FIC Human Resource Partners, LLC believes that Fostering Inclusive Workplace Cultures is one of the most important missions of our lives.
We seek to change the world by helping the companies that we work with becomes agents of change that model truly inclusive cultures, engage in continual cultural competency growth, lift the historically excluded and underrepresented community members within their organizations up, and bring each of their employees into a more accepting, equitable, and inclusive mindset.
Does it feel as though your employees all have a different understanding of your culture?
You aren’t alone. Many organizations set out to create a specific culture only to find that their management teams and employees struggle to share back when asked.
When a culture isn’t clear, it’s easy for it to fall out of alignment. And when organizations are out of alignment, they do not perform at their maximum potential.
You know the culture you want, but are your policies and procedures capable of fostering it?
Most policies and procedures are copies of copies of copies that have been imported by people who have worked under them in their previous position or brought in an ‘industry best practice’ policy.
When policies and procedures aren’t tailored to your culture, they can quickly drive your culture out of alignment and thwart every effort to foster the culture you want.
Do you know who is driving your culture and are you sure they know the rules of the road?
Good culture doesn’t just happen. You have know who is behind the wheel and trust that they have the skills to foster a seamlessly inclusive culture.
Without a shared basic understanding of the rules of the road, your organization will continue to struggle in fostering the desired culture. Communication will breakdown, boundaries will be pushed to the breaking point, and teams will fall out of alignment.
How many cultures does your organization have and what will it take to align them all?
Knowing who is driving your culture is one thing, giving them the skills to foster that culture is another, and even with the best policies and procedures in place you need more.
Each region, division, office, and team is going to have different areas of their culture to focus on when it comes to brining your organization's culture into alignment. Without a roadmap to where they are going, milestones to reach along the way, and target dates for achievement, they will fail to arrive at the culture you seek to create.
Culture Development Program
Fostering Inclusive Cultures requires a nuanced understanding of what organizational culture is, a nuanced view of your culture from the Macroculture down through the many microcultures that exist within your organization, as well as a nuanced view of the individual culture experiences of you your employees. Our Social Culture Quality Audit™ allows us to provide that depth of nuance and understanding. It is the most important tool in our culture development program and allows us to clarify what your culture is, what you want it to be, and what is standing in your way.
With a detailed, nuanced view of your organizational culture and employee culture experience, we are able to partner with you to provide targeted culture efforts that leverage the nuanced understanding of your macro and microcultures to identify and implement the exact strategies your organization needs in the areas where you need it most.
Our Culture Development Program includes:
Annual Social Culture Quality Audits™
Listening tours guided by the results of the Social Culture Quality Audit™
Leadership discussions to achieve executive and management level buy-in
Workshops and training
Improved Cultures: Stories of Success
A national organization was alerted to a branch location where the culture was severely out of alignment with organizational culture at large. The local manager had several harassment and discrimination complaints against him, but beyond that he had fostered a culture where his team also felt comfortable expressing toxic behaviors.
The misalignments were identified, culture training was conducted, and ongoing conversations along with 'safe to ask permissions' were implemented.
Over the course of a year, the team began communicating more effectively, inappropriate and harmful language slowly gave way to healthier dialog. The result was an office that shifted from being an unwelcoming place for women, LGBTQ+ community members, and liberal leaning employees to one where it was possible for members of those groups to show up as their whole and authentic selves.
Moving from a disciplinary mindset to a development mindset
Our CEO & Founder worked with a leadership team that was experiencing high turnover due to both voluntary and involuntary departures.
In working with the leadership, she observed that all the employees that had left or been terminated had multiple disciplinary actions in their files. In reviewing each of the records it was clear that while each employee was informed of their poor performance, failure, or breach of policy, the causes were never discussed, and performance improvement plans were never implemented. In short, the employees were never given the opportunity or tools to improve.
After working with leadership to develop the skills to effectively work with employees to identify root causes, provide tools and actions that would lead to improved performance and compliance; employee retention rose while overall team performance improved.