People and Culture

The talent of our people and how they work together as a team is the critical foundation for business performance, today more than ever.

Using a people-centric, intentional and phased approach we help shape, scale, share, shift and strengthen culture. We develop engaged teams, where talented leaders and people want to work together to deliver sustainable business results, through change and transformation.

EVOLVING ENGAGED CULTURES

DEVELOPING TALENTED TEAMS

Hundred continue to be an integral part of our team as we work through our cultural transformation. It's so critical to have a partner that truly feels the business needs and lives it with us.

Kristin Mathers

VP Talent, Baker Hughes

There are very few factors that contribute more to business success than culture. Although it is sometimes difficult to draw boundaries around the notion of culture in organizations, it remains widely associated with business performance.

As the workplace continues to rapidly evolve, organizations struggle to find and keep talent; leaders must also focus on planning for a volatile, uncertain future.

Whether it’s returning to the office with precautions, going 100% remote, or adopting a hybrid work model, employees now expect more flexibility in how and where they work and will change jobs, if necessary, to get it.

Prioritizing employee engagement, emphasizing psychological safety, providing benefits that matter and aligning leadership focus on development is imperative to achieve success.

According to a recent Deloitte survey, 80% of HR and business leaders said that employee experience is of significant importance to them.

Research by Columbia University shows that 48% of employees would look for a new job due to poor company culture and, according to LinkedIn’s Workplace Culture Trends report, nine out of ten millennials would take a pay cut to work in a company where their values align with those of the company.

Transformations fail when organizations try to change processes, systems, and technology without addressing the people and their behavior. All change is culture change as people are central to business transformation. Done well, culture is a strategic accelerator and a competitive advantage for organizations.

Hundred take a people-centric approach to help to demystify culture and engage leaders, HR and teams using guest speaker engagements discussing real-life situations and solutions, facilitating executive culture awareness workshops, and assessing an organization’s current culture state versus business strategy, sharing gap analysis reports and providing initial recommendations.

Culture is often seen as complicated, amorphous, and difficult to evolve. The six culture levers defined by Hundred means we assess and align ‘the way you do things’ formally as an organization – the visible & written down philosophies, policies and processes. We assess and align the way culture informally happens with your leaders and teams in the reality of everyday employee experience.

We offer program and change management via playbook outlines, research reports, benchmark surveys, stakeholder analysis, equipping leaders, HR and teams via workshop facilitation, train-the-trainers and curated development programs.

All too often the culture conversation starts in HR teams. To be successful, the evolution of culture needs to be owned collaboratively and should always be leader-led. We provide expert training and development solutions based on our five leadership practices that strengthen culture:

Role-modelling – both formally and informally
Recognition - see the good and do it often
Feedback - set expectations and give feedback regularly
Learning - support ongoing development opportunities
Storytelling - share progress and failure we can learn from

We also help leaders embed culture into everyday team activities through behavior-specific development, executive and leadership coaching, team workshop facilitation and program management.

The intention of designing a focused talent strategy means an organization can ensure they have the leadership, teams, capabilities and culture needed to deliver business strategy now and for the future.

At Hundred, business and talent strategies are always visibly connected and we use a structured approach to ensure alignment across business areas, functions, and capabilities.

We do this by providing playbooks for self-guidance, developing in-house skills via coaching, facilitating engaging workshops to define talent groups and associated strategies, delivering research on current vs ideal state and/or providing subject matter expert mentoring.

Employee research, insight, and measurement
Strategic alignment
Leadership communication
Employee engagement strategy
Change management strategy
ESG and Sustainability Report writing and design
Media planning

How do you define culture?

An organization’s culture defines the behaviors expected within the organization. This culture consists of shared beliefs and values established by leaders and then communicated and reinforced through various methods, ultimately shaping employee perceptions, behaviors and understanding.

How do talent strategies relate to culture?

The commitment to strategic talent management is often seen as a cornerstone value of a company’s culture. Data suggests that employees request, accept and appreciate training, education, mentoring and development.

Can you really measure culture?

Culture as an idea cannot easily be quantified, but a good company culture produces a set of behaviors that are often trackable.

Measuring the impact of a cultural transformation is complex and multifaceted, but also achievable and necessary.

At Hundred the use six culture levers to assess and align the current state of the organization with the desired future state.

Hundred’s global team includes culture leaders with 20+ years’ experience meaning we can support, mentor, coach, and partner with HR teams where needed in the transformation journey.

Focused on the HR function transformation, as well as HR’s role in culture and business transformation, we spark teams via guest speaker engagements, conduct research on an organization’s current state to provide tailored playbooks, facilitate HR train-the- trainers, curate focused training roadmaps and deliver engaging development workshops, and provide program and/or change management support as needed.

An organization’s ability to manage and lead change is an accelerator for business and culture transformation. Change capabilities need to be developed in your leaders, teams and people. There is an essential change toolkit required to support transformation which includes:

We offer playbooks for self-guidance, research on current state, design change management programs, curate training roadmaps and develop in-house skills via coaching, facilitating engaging workshops and/or providing subject matter expert mentoring.

People and Culture