Acumentice is a consultancy working in partnership with the NHS to provide operational and digital solutions to some of their challenges. We met initially as they had instructed a company to support them in a rebrand of their service offering. This was a great time to revamp their people proposition and they wanted our support!
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Partnership
Read on for more on how we worked together…
Revamping their people proposition, to articulate Accumentice’s unique culture including Purpose, Vision & Values. With the aim of supporting the growing team and ensuring everyone was aligned with the direction of the company.
Culture Evolution; Purpose, Vision & Values creation.
We began with a big step back and lots of discovery. This was mainly through meetings with their Head of Operations, their Founder and Lead Consultant. They had enjoyed much success as a small team and with this came the exciting prospect of growth, requiring them to put in place more systems and processes.
Our initial project was one of articulating their culture and designing an internal Purpose, Vision and Values to unify the team’s direction and to ensure that their growing team were aligned on their direction of travel. Due to the small size of their team, this was achieved through a set of interactive workshops where everyone’s voice was heard and we engaged in some healthy debate around what was important, what was lived and what their aspirations were. Due to the success of the workshops, only a couple of iterations were needed for them to have a Purpose, Vision and Values that the team were all happy with.
“WB were fantastic to work with and played an instrumental role in helping us lay the foundations for our people processes. Jess did a great job facilitating the whole team to contribute their ideas on shaping the company values, vision and purpose and I found her very easy to work with on developing our employee lifecycle. Since implementation, feedback from the team has been very positive and the values have played a vital role in our recruitment and been immensely helpful.”
Lucy, Director of Operations
Communication Strategy
We worked together to create a channel map to identify what comms should go through what channel and we reviewed the meeting structure to enable better cascading of information throughout the whole organisation. We also supported the design of agendas for each meeting to ensure they were meeting the needs of everyone involved.
The culture workshops identified a need for some clarity around communication channels.
Through in depth discovery we identified opportunities to build processes all the way around the employee lifecycle, both weaving the culture evolution sentiment through and developing consistency in the way new team are hired, inducted, remunerated, developed and managed.
People Strategy; Employee Lifecycle
We partnered with the Director of Operations and Founder to identify their needs and really get ‘under the skin’ of the organisation and its people and then created the following templates for them (of course, all in their new tone of voice and aligned with the new values):
Job descriptions and interview transcripts
Onboarding documents & employee handbook
Probation review structure & review meeting agendas
Performance Framework, appraisal guidance and forms
Engagement survey
Exit survey and interview transcript
