culture & employee value proposition
culture first
close the gap between the culture you describe and the one people experience
Culture shows up in everyday decisions: who gets heard, how managers lead, what gets recognised and how people work together.
Culture First helps you see how work is actually experienced, where it differs from what you intend, and what to change. We then develop your employee value proposition (EVP): what you offer, what makes you distinctive and what you ask in return. And we help carry it through communication, everyday practice and the workplace itself.
when leaders come to us
- growing quickly or restructuring
- bringing teams together after a merger or acquisition
- new leadership setting a new direction
- expanding in, or from, china
- finding it hard to hire or keep the right people
01 — culture first scan
culture research & assessment
see where your culture supports the business, and where it gets in the way.
culture review
Review your values, policies, initiatives and people data, including your current employment offer: pay, benefits, development and flexibility.
interviews & culture walks
Listen to employees and leaders. Spend time in the workplace, observing how people actually work, collaborate and make decisions.
gap assessment
Compare what the organisation intends with what people experience day to day. Identify strengths, tensions and differences between teams, functions and locations.
you receiveCulture assessment, employment-offer review, gap analysis and prioritised recommendations.
02 — culture first story
evp & employer narrative
an evp people recognise and leaders can stand behind.
evp development
Define what you offer employees, what makes it distinctive and what you expect in return, with evidence behind each element.
testing
Test the proposition with employees, recent joiners, candidates and leavers, so it rings true inside and outside the organisation.
leadership commitments
Agree with leaders what the organisation can credibly commit to, and what needs to change to deliver it.
story & messaging
Develop the employer story and key messages for recruitment and internal communication.
you receiveTested EVP, leadership commitments, employer story and messaging.
03 — culture first experience
evp launch & employee experience
make the evp something people experience, not just read about.
internal launch
Introduce the EVP through leadership communication, manager briefings and employee sessions. Explain what it means and what people can expect to change.
employee-experience blueprint
Define how the EVP shows up in:
- recruitment and onboarding
- careers and development
- compensation and recognition
- leadership and ways of working
- offices, shared spaces and digital tools
For each area, decide what to keep, adapt or create, with priorities and owners.
tools & rollout
Produce the agreed materials and tools, from onboarding content and career-conversation guides to manager guidance and workplace briefs. Plan how they’re introduced and how progress is reviewed.
you receiveLaunch plan, experience blueprint, materials and tools, rollout roadmap.
start with a scan
Culture First Scan takes four weeks and can be commissioned on its own. From there, the full engagement continues into Culture First Story and Culture First Experience.
Specialist programme design, further production and ongoing rollout support can be scoped separately.
