sai mp an analysis of key culture indicators (kcis) for acmeflix...

Prepared by

Your Peop le & Cu l tu re Exper t

Approved by

Ozz ie (Ozan) Dagdev i r en

Founder o f Cu l tu reboom

An Analysis of Key Culture Indicators (KCIs) for Acmeflix

APRIL 2019

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K C I A N A L Y S I S F O R A C M E F L I XA P R I L 2 0 1 9 0 1

1. EXECUTIVE SUMMARY

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Your overall Culture Growth-Readiness score is 58 out of 100. The Analysis of your KCIs reveals your company culture is strong in Mastery; meaning employees are experts in their domains and your organisation creates the necessary opportunities for growth. The Autonomy and Leadership Alignment KCIs need to be rapidly improved. Autonomy is about decision making and turning those decisions into actions. Alignment is both about communication efficiency, but more importantly about workplace meaning. The biggest immediate threat to your current organizational culture is loyalty. Employee turnover numbers can be unexpectedly high in times of crises. While your culture emerges as collaborative, other areas of improvement include applicant quality, physical space and the positivity of relations. You will see details of these below. 2. THINGS TO KNOW

4. Make key performance indicators and metrics visible to everyone and make sure people care about them as much as they do about their paycheck. 5. Be more meritocratic than hierarchical. 6. Acknowledge disagreements not only as natural, but as beneficial 7. Make sure all the people in the company know the long term strategy, what game plan to follow to get there, and their specific role in it very well.. 8. Place learning as a core value 9. Create an atmosphere of optimism 10. Make sure every single person in the company cares about the customer

Successful startups all have good cultures with shared elements. To enable such growth and success, we recommend that Acmeflix follow through below mentioned cultural codes for building a a solid culture: 1. Place collaboration before competition. 2. Build on strengths rather than fixing weaknesses. 3. Be transparent on your critical decisions & lessons learned.

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3. HOW DATA IS GATHERED

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No one can know the culture of a business better than its owners, mainly founders. Therefore, to get their opinion firsthand, we have conducted online surveys which consist of 33 questions covering 10 different subjects. The survey which consists of open ended questions as well as likert scale ones takes about 10 minutes to complete and the subjects of inquiry covered items from turnover to building skills to give an accurate information on where Acmeflix

The survey consists of 10 subcategories to accurately

measure which culture dimension needs more focus

Your overall score g,ives us some general imformation on where

you stand compared to the industry you are in

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OUR METHODSGiven your needs, our aim is to deliver a three step solution (take the test / get the box / get heard) and complete these sessions within a 2 week period. After getting initial information on where Acmeflix's culture and its KCI's, we prepare your Culture Playbook to give you recommendations about which actions, culture goals, rituals, guidance and resources are right for your business. At this stage, we also held 6, 1-1 consultation sessions to solve your more complex problems. For the final stage, we want to make sure your story is heard, So, we first write an editorial and we conduct podcasts with your founders to make sure your story is heard.

K C I A N A L Y S I S F O R A C M E F L I XA P R I L 2 0 1 9

stands in comparison to its KCI (Key Culture Indicators). Using such metrics help us to measure the cultural data as objectively as possible

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What to focus on first ?

4. OVERVIEW OF KCIs STUDIED

The aim with the survey and all the discussions is to explore the culture that is specific to your company and build it by choosing a direction and crafting your own culture DNA. Therefore, as of priority and depending on the direction you would like to take, the following aspects become more prominent. 3 important subjects need to be focused on as the beginning of culture building efforts:

1. Vision and values: The degree to which your team is aware of your long-term vision and direction of your organisation and the degree to which practices within your organisation align with the achievement of these values 2. Goals and performance: The degree to which your organisation provides clear goals for individuals and effective performance management. 3. Support and compassion: The degree to which your team feel that managers and colleagues show support and compassion. t

Of the categories listed on the survey, your overall score for your Culture is 58/10058


KCI #1 ALIGNMENTDefine your core values and infuse them into your day-to-day.

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Establishing a Cultural Manifesto – core company values – will keep you grounded as you grow Adopt a set of core values to guide your decisions as you expand.

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WHYCurrently the mission and vision are known but not adopted at the company wide in terms of daily behaviours and actions. WHATDefine your company values in line with your mission and vision, and most importantly with the collaboration of the employees. Iterate several times over time to find the perfect fit and employee feedback. .


KCI #2 AUTONOMYBuild a Performance Management System

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Advantages of Performance Management System 1. Employees are motivated to improve their performance 2. Managers know their employees strength and weaknesses 3. Employees understand their job responsibilities

WHYThe results of the survey indicate that performance is not measured in a fair and transparent way. In the current position, individual judgement of managers lead to frustration in team members. Besides, it is uneasy to accurately see the top and bottom performers WHATImplement a system of monthly recurring 360 degree performance measurements. Make the output of each team’s work visible to the organization along with their targets..


KCI #3 MASTERY & LEARNING

Create A System for Feedback

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Feedback can be described as the helpful information or criticism about prior action or behaviour from an individual communicated to another person or group.Feedback is important because:1. It is always present as part of culture2. It can motivate3. It increases effective communication4. It can improve performance

WHYPeople do not give feedback about work results but personalities. Feedback is usually late and after the fact which does not lead to proactive actions.Fear of confrontation leads to lack of dialogue. WHAT Train people in the organization to be able to give and receive accurate, timely, effective and honest feedback.


KCI #4 POSITIVITY AND MANAGING DISAGREEMENTSUpvote: Make visible what is invisible. Importance of recognition

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When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work.

WHYDue to the subjective nature of the work in Acmeflix, it is difficult to measure an individual’s added value. (performance issues ) People feel their effort is not visible or they are unfairly evaluated. WHATCreate a system (either via a software tool or an algorithm) whereby each individual is able to post the results of their work and receive upvotes or downvotes from other colleagues who are also expert in the field from within your organization. Use basic gamification mechanism for wide adoption.


KCI #5 TRANSPARENCY

Focus on Onboarding and Orientation of the New Hires

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According to Leadership IQ, 46 percent of new hires fall within the first 18 months of taking a new job. and the reason is not because they are not good, but because they were lacking coaching and had low motivation Make sure to include Why and How does our startup exist in your orientation program for your each recruit: an intense reading list of key topics and books, followed by a discussion. Also include a face to face with the co-founder(s) where he walks the new recruits through the history and the future vision of the company.

WHYAn often neglected step, onboarding and orientation are crucial to the success and adaptation of the employee in the first place. With a succesful program, you can reduce their anxiety and stress by feeling they are part of the team from day It will also help to build and develop the knowledge, skills and abilities so that they can become effective contributors.WHAT1. Start with outlining each step of your onboarding procedure specifically with a checklist. Define the tasks to be completed and the information to be delivered before the employee arrives and on the first day, first month and first three months on the job. 2. Define responsibilities for various team members (for all stakeholders that are impacted) 3. For example if you are recruiting for a developer role, make sure you give building access, add to chat systems, add to project management , setup knowledge sharing.


5. CONCLUSIONFocus on transparency in decision making and empowerment of the people in their domains of expertise.

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When we look at todays' successful startups, we can see that they have two important concepts occupying their agenda; strategy and culture. But taking a closer look at what they have in common , you can easily observe that they talk about culture ten times more than they talk about strategy. There is no denial that strategy is important, you have to get it right. But the curious thing is, strategy is the art (or science, or both) of getting different variables to work together. The biggest, most impactful and most volatile of those variables is people. And people decide to work or quit by looking at the culture even if they don’t put it this way. Even if you can get some of the great talents with lucrative compensation packages and mind-blowing side benefits, you can only make

When you start to design your culture, you will revamp its benefits mostly when you empower people and be transparent in your decisions. When people feel valued, their dedication are beyond your imagination..

1Lead by example: Accept that each decision you make and each behavior you display as the founder will be observed and scrutinized by your team.

2Be transparent about the culture study, get their consent but most importantly get their support.

3Stay on schedule by monitoring the progress of each goal and keeping track.


6. ENDING REMARKSTo Follow:Actionable recommendations in the Culture Playbook.

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Start with job profiles for each position to base performance expectations, clear responsibilities and duties. Prepare a salary structure document and follow industry trends. Revise bi-annually and include other information such as stock options .

3Get a software system for applicant tracking system that will streamline and improve your hiring process and maintain corporate memory.

4Use the new culture in your recruiting and hiring efforts : Create content about the employee experience that helps attract job seekers.

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These are the basis for creating a solid culture spesific to the needs of the startups.


sai mp an analysis of key culture indicators (kcis) for acmeflix...

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