OUR APPROACH

THE FRAMEWORK
Aspects that define the culture of the organization we are working with become the framework for the people-centric experiences we design.

PEOPLE-CENTRIC EXPERIENCES
All efforts revolve around the employee, who is at the core of everything we do.
OUR EMPLOYEE LIFE CYCLE

STAGE 01: ATTRACT
The employee life cycle begins the moment candidates consider applying for a role within the organization and continues through all recruiting efforts.

STAGE 02: ONBOARDING
During the second stage, which begins once an offer is made, employees learn about the organization and its culture, as well as their roles.

STAGE 03: DEVELOP
Through the third stage, which is the most complex, employees perform and contribute to the organization.

STAGE 04: OFFBOARD
Starting when employees decide to leave the organization, this stage continues beyond employment, when they become alumni.

MatterOfCulture is a collective
of professional culture-builders who
design people-centric experiences that
inspire employee engagement

Consulting

We generously share our deep expertise to co-design people-centric experiences across the four stages of the employee life cycle. Some examples include:

ATTRACT
  • Employee value proposition
  • Inclusive job descriptions
  • Candidate sourcing
  • Job application process
  • Interviewing
ONBOARD
  • Welcome rituals
  • Orientation
  • Buddy program
  • Employee handbook
  • Policies and procedures
  • On-the-job training
  • Personal branding
DEVELOP
  • Leadership/Management
  • Performance management
  • Rewards and recognition
  • Cultural literacy
  • Affinity groups
  • Coaching and mentoring
  • Succession planning
  • Career pathing
OFFBOARD
  • Exit interview
  • Communication plan
  • Employer review management
  • Transition/succession documentation
  • Celebration
  • Alumni & boomerang programs

TRAINING

We design EQ-centered learning experiences that build inclusive leadership. Programs we offer include:

ATTRACT
  • Writing inclusive job descriptions
  • How to interview for:
    • Behavior
    • EQ
    • Skill
    • Knowledge
ONBOARD
  • Goal setting using:
    • SMART
    • OKR
  • Using the G.R.O.W. model for
    • Coaching
    • Problem-solving
  • Harassment prevention
  • Bystander intervention
DEVELOP
  • Emotional intelligence (EQ)
  • Presentation skills
  • Crafting your story
  • Inclusive leadership
  • Unconscious bias/conscious inclusion
  • Management fundamentals
  • How to give and receive feedback
  • Tackling difficult conversations
OFFBOARD
  • Getting what you need from exit interviews

COACHING

Coaching is a process that aims to improve performance. Rather than sharing expertise, the coach facilitates learning to help uncover and maximize an individual’s or team’s strengths. Some of the tools we use include:

  • Clifton StrengthsFinder
  • Myers-Briggs Type Indicator (MBTI)
  • G.R.O.W.

69%

69% of employees are more likely to stay with a company for three years if they experienced great onboarding (SHRM)

20%

20% of remote employees say that they lack a sense of belonging and sometimes feel lonely (Forbes)

85%

85% of employees feel disengaged (Gallup)

85%

85% of employees feel disengaged (Gallup)