Goodbye Company Values. Hello Company Agreements! with Bridie Slater of Oliva

Welcome to this edition of exploring how progressive companies are being intentional about Culture & People Experience. If you're not subscribed yet, you can join 3000+ followers by subscribing to the email version direct to your Inbox ?? or subscribing to the LinkedIn version .

?? In our latest episode of the Culturevist | Culture & People Experience podcast, Bridie Slater shared such a great example of Oliva (who provide a mental wellbeing benefit) being intentional about their company culture ? They've scrapped the Company Values in favour of The Oliva Agreements ??.

"The idea with values is that when you're coming to hiring people, it's really difficult to say 'right okay, you don't live by this Value. You know, we're not hiring you'. We want to have a diverse team. We want to have people with different values. That's a really great and beautiful part of our team already. Whereas with agreements, people can really agree with something in a working capacity but have different personal values outside of work."

You can watch the episode on YouTube .

?? Marie Krebs and the team generously shared the Agile People Project toolbox they created to scale how they define, design and deliver People Experience at Build A Rocket Boy. View the toolbox on build-a-rocket-boy.notion.site

??? Hear case studies and network with the Culturevist community at our next in-person event: "People Teams as Product Teams", London, 12 Feb 2024 ?? A half-day event to learn how to take a Product-led approach to your People and HR work. View the event page and get tickets .

?? Here are a couple of posts I shared on LinkedIn:

What do companies actually mean when they say "bring your whole self to work"?

It's often well-intentioned. But what if:

1. There are aspects of my whole self I'd rather not share.

2. Some of my views or behaviour are suitable for life outside work, but not for work.

Is the intention more like: "Be how you’d like to be at work, as long as you’re compliant with the law, our policies, and aligned to our values or principles”?

What would you add? View the discussion on LinkedIn .

Company culture is like the weather. Complex and ever-changing. To measure the weather, we measure specific aspects, such as:

??? Temperature

?? Rainfall

?? Wind

?? Humidity

?? Cloud

?? Snow

??? Pressure

To measure company culture, identify which specific aspects you want to measure. Deciding which to focus on can depend on your company goals, the current state, and how you’d like things to be.

Consulting, Coaching and Workshops

? Culturevist has supported teams at LinkedIn, Soho House, Skyscanner, Harrods and Selfridges shape their Culture & People Experience.

This includes work on: People Experience as a Product; Culture; Remote & Hybrid working; Employer Brand and Employer Value Propositions; Values; Principles; Community; Wellbeing; Diversity, Inclusion and Belonging; Internal Communication and Events; Performance; and Learning & Development.

Message Matt P or visit our website if you're interested in one-to-one or team Coaching, Training, Workshops, Talks or Consulting.

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