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Culture Change Model - Culture Mapping

Culture mapping is based on The Ryder Self Group proprietary product PACE© which identifies four cultures that exist in all organisations. 

The Ryder Self Group PACE© Culture Model


·          Focus on people, teamwork, cooperation,  consensus, supportive work environment, caring


·          Focus on stability, procedures, processes, rules, analysis, measures, controls, systems, avoiding risks, reliability, consistency, efficiency, cost conscious, valuing the past


·          Focus on performance, results, achievement, responsiveness, individuals, competitiveness, effectiveness


·          Focus on ideas, new ways of doing things, creativity, innovation, fun, flexibility, taking risks, change, growth, challenges, the future

We assess the degree to which each of these four cultures exist to provide the organisation with a culture profile identifying the following 3 aspects:

Current culture

·          Employee views of ‘how things are done around here’ based on current  behaviours, beliefs and values.

Preferred culture

·          How employees would prefer the organisation to be in terms of what it values and expects.

Ideal culture

·          How the organisation should be to meet customer and stakeholder needs and expectations.  This is derived through interpreting expectations from customer or stakeholder research.

These assessments then guide the framework for developing the Culture Change strategy.  The actual detail of the Culture Change program is developed with employees with the output being the Change Map for the organisation.

 Employee Satisfaction and Morale

As an organisation is undergoing change it is important to understand employee attitudes and the impact on employee satisfaction and morale.  We assess:

  • How employees feel about their job and work environment (Climate - attitudes)

  • Morale and Satisfaction (overall mood barometer)

This will assist in determining how challenging cultural change implementation will be.

Both rational and emotive measures are used to assess employee attitudes.  The rational measure is based on ‘gap analysis’ ie. the gap between employees’ expectations of what is important to them in terms of their job and work environment, and their perceptions of the organisation’s performance in meeting those expectations.  The emotive measure is based on ‘gut feel’ questions.  Drivers of employee satisfaction are then identified through correlating rational and emotive measures.

Typical areas for assessment, say in an employee survey are:

  • Leadership

  • Customer focus

  • Communication

  • Work conditions

  • Employee involvement

  • Trust

  • Performance management

  • Job rewards

  • Job motivators and stressors

  • Teamwork

  • Training and Development

  • Corporate self-esteem and well-being

Results are ranked and weighted by what is important from the employees’ point of view.  An overall score is presented as an Employee Satisfaction Index reflecting those things which are most important and which have the greatest impact on satisfaction.

Results are prioritised using the Priority Issues Matrix to identify those issues which are most important and with the greatest performance gaps.

The Priority Issues Matrix, which is an output of gap analysis, allows issues to be quickly identified for action and implementation, in priority order, and is ideal for Managers and staff to easily identify issues for improvement and incorporate into Strategic and Business Plans.

These can be correlated with Customer Satisfaction results to identify the impact of Employee Satisfaction and Morale on Customer Satisfaction and vice versa.

Qualitative comments are captured for greater insights into the meaning of the information.

Action Planning Workshops

The Employee Survey is a valuable communication tool for cascading the results throughout the organisation and involving employees in developing actions to address issues raised.  We can facilitate these Action Planning workshops or train internal facilitators.

The Ryder Self Group
Ph: 0412 426 553