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Round pegg culture in the cloud

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  • 1. Culture FactsCulture is King Culture accounts for 89% of whether your people will thrive or fail 70% of culture initiatives do not succeed Culture initiatives can have negative repercussions because it is a one-time initiative Culture change and culture alignment requires a dedicated commitment An organization must measure, manage and monitor their unique culture
  • 2. RoundPegg Culture AlignmentA Different Perspective on Culture Alignment is key - are employees pulling in the same direction? There are no bad cultures - just strong and weak cultures. Strong cultures thrive. Culture doesn’t come from the top down - everyone contributes. Everyone owns the culture and must have access to the proper tools to manage it. Simplicity - understanding and managing culture does not have to be hard.
  • 3. RoundPegg Culture SuiteApps for All Culture Levers CulturePegg Measure Culture | Track Alignment HirePegg TeamPegg EngagePegg Hire for Alignment Develop for Alignment Reward for Alignment Mark Lucier Company Culture Culture Compare Mark Lucier Roundpegg Inc. Collaboration Cultivation Collaborative cultures value synergy and cooperation. Cultivation cultures value bringing out the best in Individuals are expected to listen to others ideas and individuals. Focus is on potential and providing treat each other with respect. The open, sharing opportunities for growth, with less importance placed on environment often results in prolonged decision-making - with rules and controls. The environment is people-focused and individuals sometimes refraining from voicing dissent. Individual individuals generally feel inspired to develop their abilities. Systems achievement is generally sacrificed in lieu of celebrating team can be relatively inefficient when people are prioritized over details. success. Alignments Variance 0 Alignments 1 Variance Collaboration Overall Culture Preference Overall Culture Preference Variance Mark Lucier collaboration Roundpegg Inc. cultivation The Dynamic The Potential Challenge The Complement Your team has a Cultivation culture so tends to Mark has the potential to create friction within Mark has the potential to complement the team value a focus on potential, personal growth, and the team by allowing opportunities for by ensuring all team members have discussed on opportunities overriding rules, while Mark development or growth to pass by because and agreed to any development initiative taken has a Collaboration cultural preference and there was no opportunity for discussion or on by the team. likely values synergy and cooperation - consensus building. prioritizing team success over individual achievement. Actions Suggest that Mark either join or initiate a project or task force that requires collaborative, cooperative efforts. Encourage Mark to preface any suggestions of collaboration with, "I think we can leverage the potential strength each of us brings by joining forces on..." to prevent misinterpretation. Suggest that Mark share with you, at your regular 1:1 meeting, specific situations where economies of scale and synergies between team members have the potential to lead to more impactful results. Allow Mark to take lead on projects that require synergy and cooperation. Table Stakes Variance There are no variances between Mark Lucier and Roundpegg Inc. in this category. Culture Value Variance There are no variances between Mark Lucier and Roundpegg Inc. in this category.
  • 4. CulturePegg- Culture Simplified Track Progress Toward Alignment Goal RoundPegg Quarterly Culture Analysis June 2012 Prepared by Brent Daily Core Values: Sharing information freely, Creativity, Adaptability, Being people orientedMeasure, manage and monitor Trending Values Conflict Value Movement Company Alignment At-Risk Employees Risk taking Informality Seeking consensus 7.4% More Important 61 22% 16.02% YTD cost to replace $1,246,000culture in the cloud Being supportive Key Cultural Alignment Indicators Recruiting Avg. Fit New Hire Avg. Fit Exited EE Avg. Fit Top Performer Avg. Fit Identify differences and misalignments 64 78 42 56 2.1% QoQ 5.7% QoQ 3.2% QoQ 8.4% QoQ in subcultures <40 47% more likely to turnover | 40-64 your existing turnover rate | 65+ 27% less likely to turnover Above metrics on 0 - 100 scale. Exited Employee Fit is the only number where lower is desired. Culture Tracker Track toward desired culture for long 100 80 term success 60 40 20 Overall Culture Avg. Fit Move the needle and track culture New Hire Avg. Fit 0 Sub-Culture Alignment Tracking alignment improving through the Engineering Marketing Sales Product organization 52 1.4% QoQ 47 6.2% QoQ 84 8.9% QoQ 94 7.4% QoQ EMEA G&A Professional Services Support 61 3.4% QoQ 55 2.2% QoQ 19 1.7% QoQ 68 4.3% QoQ
  • 5. HirePegg- Hire for Alignment Hiring for Culture FitImprove retention by hiringfor good fits Understand how candidates fit to the company’s core values Predictively recognize misalignment to the team and manager Identify how best to work with the candidate Customized behavioral interview questions for every potential misalignment
  • 6. TeamPegg- Develop for Alignment Improving Team CohesivenessGet the best out of human Mark Lucier Company Culturecapital Culture Compare Mark Lucier Roundpegg Inc. Collaboration Cultivation Collaborative cultures value synergy and cooperation. Cultivation cultures value bringing out the best in Individuals are expected to listen to others ideas and individuals. Focus is on potential and providing treat each other with respect. The open, sharing opportunities for growth, with less importance placed on Develop by leveraging employee environment often results in prolonged decision-making - with individuals sometimes refraining from voicing dissent. Individual achievement is generally sacrificed in lieu of celebrating team rules and controls. The environment is people-focused and individuals generally feel inspired to develop their abilities. Systems can be relatively inefficient when people are prioritized over details. strengths and values success. Alignments Variance 0 Alignments 1 Variance Simple tools for managers Collaboration Overall Culture Preference Overall Culture Preference Variance Custom coaching guides for every The Dynamic Mark Lucier collaboration The Potential Challenge Roundpegg Inc. cultivation The Complement employee Your team has a Cultivation culture so tends to value a focus on potential, personal growth, and Mark has the potential to create friction within the team by allowing opportunities for Mark has the potential to complement the team by ensuring all team members have discussed on opportunities overriding rules, while Mark development or growth to pass by because and agreed to any development initiative taken has a Collaboration cultural preference and there was no opportunity for discussion or on by the team. likely values synergy and cooperation - consensus building. prioritizing team success over individual Onboarding- blueprints for new achievement. Actions hires setting them up for success Suggest that Mark either join or initiate a project or task force that requires collaborative, cooperative efforts. Encourage Mark to preface any suggestions of collaboration with, "I think we can leverage the potential strength each of us brings by joining forces on..." to prevent misinterpretation. Suggest that Mark share with you, at your regular 1:1 meeting, specific situations where economies of scale and synergies between team members Transparency encourages team have the potential to lead to more impactful results. Allow Mark to take lead on projects that require synergy and cooperation. cohesiveness and camaraderie Table Stakes Variance There are no variances between Mark Lucier and Roundpegg Inc. in this category. Culture Value Variance
  • 7. EngagePegg- Reward for AlignmentKeep a finger on the pulseDrive performance withaligned rewards Track engagement regularly- not once a year Proactively reengage employees Early warning alerts for managers if team engagement falls Pointed suggestions for managers to boost engagement based on preferences of team
  • 8. Getting Started RoundPegg Rollout for Culture AlignmentOne-time change initiatives fail.On-going alignment works andRoundPegg makes it simple. Dedicated Account Manager to assist in rollout Internal marketing materials and communication templates Training for recruiters and hiring managers Executive presentation of culture baseline Social applications that encourage participation Start working to culture alignment in 4-8 weeks
  • 9. Culture: EvolvedSocial Applications Allow for Lasting, Long-Term Culture Management
  • 10. RoundPegg ROIPerformance, Retention