Independent and proactive workplace culture reviews.
A step toward real improvement.
When senior management took the proactive step of engaging me to conduct a workplace culture review across multiple sites, they demonstrated a commitment to understanding and improving their organisation. However, it soon became clear that the reports they were relying on painted a very different picture from the reality on the ground. The disconnect between what was reported and what employees were experiencing revealed a significant gap in how leadership perceived workplace culture versus the actual employee experience.
The Importance of Honest Feedback in Workplace Culture Reviews.
During my visits to ten sites, it became evident that senior leadership had been receiving filtered reports from local managers. These reports downplayed key issues, particularly around employee dissatisfaction, lack of consultation, and concerns about upcoming changes. While senior management believed everything was running smoothly, employees shared frustrations about being left out of critical discussions and rumoured changes to their roles.
This is a common issue in workplace culture reviews: when leadership relies too heavily on internal reports, they often miss the nuances of employee sentiment. Senior management must be willing to park their egos and genuinely consider the findings, no matter how uncomfortable they may be, if they are serious about improving the organisation.
How HR’s Dismissive Response Can Hinder Workplace Improvements.
After presenting my findings to HR, I expected a meaningful discussion about how to address the real issues facing the workforce. Unfortunately, HR’s response was dismissive, and their proposed plan failed to tackle the fundamental problems. The solution they offered was superficial—focused on broad communication rather than addressing employees’ concerns about transparency and consultation.
For any workplace culture review to be effective, HR and leadership must dig deeper than surface-level solutions. Employees want to feel heard and included in conversations about their roles and the future of the business. Ignoring these concerns only exacerbates dissatisfaction and weakens trust.
The Impact of Disconnects on Employee Morale and Productivity.
The disparity between leadership’s perception and the reality on the ground is not just an abstract issue—it directly affects employee morale, engagement, and productivity. During my visits, employees expressed frustration about the lack of communication regarding changes and a growing sense of disconnection from leadership. When leadership remains out of touch with these realities, it results in disengaged staff, reduced productivity, and potentially increased turnover.
Parking the Ego: The Key to a Successful Workplace Culture Review.
For leadership to truly improve workplace culture, they must be willing to set aside their egos and take an honest look at the feedback gathered from reviews. It’s not enough to assume that things are running well based on internal reports. Engaging with employees, listening to their concerns, and responding with genuine actions are the keys to fostering a positive and productive workplace culture.
Conclusion: Listening and Action Drive Real Change.
Workplace culture reviews provide invaluable insights into what’s really going on within an organisation, but only if leadership is prepared to listen and act on those findings.
By taking a proactive approach to workplace culture reviews, companies can identify disconnects between leadership and staff, improve engagement, and ultimately boost productivity. However, success hinges on leadership’s willingness to park their egos and make meaningful changes based on honest feedback.
Workplace culture reviews and support.
For advice on workplace culture reviews, contact David Haydon for expert, independent assitance. David is an employment relations specialist, highly experienced workplace investigator and independent HR consultant. David works with clients Australia-wide.
David Haydon
Employment Relations Specialist, Workplace Investigator and HR Consultant