A good culture isn't a set of values on a wall. It's changed behaviour.

It helps little to proclaim values, vision and mission if they only end up in a drawer. Every employee needs to understand what they mean in practice, so they can turn their own strengths into the company's strengths. Building culture is an involving process, working with concrete exercises and personal feedback that strengthen collaboration, synergies and shared human values.

Culture mapping and diagnostics

Structured mapping of your current culture and engagement through surveys, conversations and manager input, surfacing both strengths and the areas your employees can influence themselves.

Workshops and behaviour change

Hands-on workshops, adapted in length and depth to your needs, that translate stated values into everyday behaviour, working actively with motivation, self-awareness and shared goals.

Strategy and follow-through

Advisory support to define focus areas and build a culture strategy, ending in a personal, concrete action plan and ongoing follow-up, so the plan gets implemented rather than filed away.

How we work

An involving process, built around your people.

  • Structured culture mapping through surveys, workshops and manager input
  • Diagnostics that surface both strengths and areas employees can influence themselves
  • Workshops adapted in length and depth to your organisation's needs
  • A personal, concrete action plan at the end of every engagement, not just a report
  • Active work with motivation, self-awareness and individual goal-setting
  • Support translating stated values into everyday behaviour
  • Involvement of employees throughout, not just leadership, to build ownership
  • Ongoing follow-up so culture and development plans are implemented, not filed away
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higher productivity in organisations with a strong workplace culture (Gallup)

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lower absenteeism where employee engagement is high (Gallup)

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years of culture and engagement expertise across Amesto People & Culture

Culture change needs strong leaders too

Pair culture development with leadership development.

A stronger culture rarely survives without leaders who model it. Our leadership development programmes build the management capability that makes culture change stick.

See leadership development
Questions?

Frequently asked questions

Culture development typically starts with mapping your current culture and engagement through surveys, conversations and workshops. From there we work with concrete exercises around motivation, collaboration and shared values, and end with a personal, concrete action plan, not just a report, along with follow-up to make sure it gets implemented.

It depends on your organisation's needs. Workshop length and the overall programme are tailored to what you want to achieve, from a focused engagement on a specific challenge to a longer programme covering culture mapping, workshops and follow-up across a management tier.

Both, and involving employees is central to how it works. Our experience is that involving employees in the process and creating a safe, open dialogue is what makes a culture change actually take hold, rather than just being a set of values declared from the top.

Culture development works with the organisation's shared behaviours, values and working environment as a whole. Leadership development works specifically with managers, building their capability to lead people and drive change. The two reinforce each other, which is why many clients combine them. More on leadership development.

Yes. Many clients combine culture development with ongoing HR administration or with HR for hire for specific change projects. All HR services run through the same team at Amesto People & Culture, so the work stays coordinated. More on HR administration or more on HR for hire.

Get in touch

Ready to start building the culture you want?

Tell us about your organisation and where you want to strengthen the culture. We'll follow up within one business day.