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Cultures Are Complex

We Provide You a Nuanced Understanding of Yours

A Nuanced Approach

Organizational cultures must be viewed in a holistic way that enables a nuanced understanding of it.  To truly understand an organizational culture, you must be able to identify and weave together an understanding of intended / permitted cultures, macro / microculture alignments, social / operational / ideological culture qualities, and the unique culture experiences of the organization’s employees in order to foster an inclusive culture of belonging where everyone can thrive.  

Nuance Culture Surveys™ offers a series of integrated audits, assessments, and surveys to measure and define organizational culture at the macro and microculture levels as well as the culture experience throughout the employee lifecycle.

Nuance Culture Surveys

5 hexagons forming a triangle with a hexagon overlaying the 3 at the center. Pink to purple gradient

Do you know what kind of culture experience your employees are actually having?

Creating and maintaining healthy, inclusive cultures of belonging requires a nuanced, detailed understanding of  your organizational culture as it exists at every level. 

 

Without the means to achieve that level of understanding, your culture improvement efforts will:

  • Fail to identify culture needs

  • Fail to address the culture concerns of the most vulnerable members of your organization

  • Fail to create lasting culture improvements

Organizational Culture Audits

Social
Culture Quality Audit

The Social Culture Quality Audit™ is designed to measure 6 social culture aspects (Diversity, Equity, Inclusion, Belonging, Authenticity, and Psychological Safety) of an organization and guide culture change and management efforts.

Operational
Culture Quality Audit

The Operational Culture Quality Audit™ is designed to measure the strategy, structures, and systems of an organization. 

Ideological
Culture Quality Audit

The Ideological Culture Quality Audit™ is designed to identify and define organizational values and principles, measure organizational commitment to the identified values and principles, and measure employee alignments with the identified values and principles.  

Employee Surveys

Candidate
Experience Matrix

The Candidate Experience Matrix™ is a tool that  identifies the Operational and Ideological qualities that will allow candidates to thrive in an organization.  When calibrated to a specific position it also evaluates the skills of applicants allowing hiring managers and recruiters to more quickly identify the best candidates for an open position. 

Employee
Exit Survey

Our Employee Exit Survey uses the core Social Culture Quality Audit™ questions to capture the social culture experience of the exiting employee and identify the role policies, people, job responsibilities, communication, compensation, and recognition play in the decision to exit the company.

Pulse and Engagement Surveys

The Nuance Culture Surveys™ can design and implement customized pulse and engagement surveys capable of providing the in-the-moment insights you need. 

OUR CULTURE PHILOSOPHY

Intended and Permitted Cultures

Intended cultures are: 

  • Explicitly communicated behaviors and expectations 

  • Company’s governing intentions for interactions between peers and with management 

Permitted cultures are: 

  • Organic and implicitly allowed

  • Real-world behaviors and interactions between peers and with management

  • Allowed across the organization

  • Possibly outside the Intended culture when interactions and behaviors are accepted 

While you may have the best intentions, permitted cultures that exist outside - or even despite - your policies can create unhealthy cultures that negatively impact:

  • Employee wellbeing

  • Employee performance

  • Business opportunities

  • Innovation

Macro and Microcultures

Macro-cultures are the entirety of the cultures existing within an organization. 

Micro-cultures are cultures within the macro-culture. 

When working in harmony, the micro- and macro-cultures are healthy. 
 

Relationship between intended, permitted, macro and microcultures Two overlapping hexagons one labeled permitted culture and one labeled intended culture.  In the overlap between intended culture and permitted culture there are 5 green hexagons, microculture 2,  microculture 3,  microculture 5,  microculture 8, and  microculture 10.  Microculture 7 is mostly in the intended culture hexagram and is yellow.  Microcultures 1, 4, 11, and 13 are mostly in the permitted culture hexagram.  They are orange.  Microcultures 6, 9, and 12 are red and exist wholly in the permitted culture hexagram. © 2022  FIC Human Resource Partners & FIC Human Resource Partners, LLC Logo

Social, Operational, and Ideological Culture

Beyond the macro/microculture and intended/permitted culture elements of organizational culture there are the social, operational, and ideological culture elements. 


Social culture is about identity-based culture experiences.


Operational culture is about what, why, how work gets done within an organization.
Ideological culture is about the values and principles that drive an organization and its people.

The FIC Culture Model is a holistic nuanced view of organizational culture.  Organizational culture is comprised of 3 culture dimensions: Social, Ideological, and Operational culture.   Within each of those dimensions are 6 culture elements.  For each of those elements there are 4 potential culture qualities that may be expereinced.   Our Culture Audits enable us to measure and identify the culture qualities of all 18 culture elements: diversity, equity, inclusion, belonging, authenticity, psychological safety, wellbeing, ethics, community, suthority, stweardship, productivity, innovation, hierachy, agility, motivation, communication, and collaboration.

The Nuance Difference

The nuance difference is we’ve designed a series of highly specialized audits and assessments which work in tandem with one another to provide a depth of insight into organizational culture that moves from the macroculture level down through the microculture levels and into individual employee culture experiences.


Our competitors, be they midmarket or fortune 500 consultancies, rely on either multiple, independent off-the-shelf solutions or a single proprietary culture model. By developing multiple specialized audits for three distinctly focused culture models, we are able to offer targeted solutions that work together seamlessly to provide a nuanced and holistic understanding of your unique organizational culture and the microcultures that it is composed of.


With the ability to model organizational cultures so completely we are better able to support you in your culture efforts.

“I’ve never really felt seen in any of the surveys I’ve taken.  But with the survey administered by FIC Human Resource Partners, I saw so many parts of my identity being considered.  On top of that, I felt safe.  They included a clear privacy  statement and affirmed the validity of my identities while acknowledging the harm that arises when sensitive disclosures are not protected. Being able to trust that what I shared would be used to help my company without disclosing my identity created a space for me to be honest about my experiences and my identity “  - E.F.