TTS_07Team & Talent System™ 6–8 weeks setup, quarterly cycles

Culture, Engagement & DEI

Engagement surveys, DEI dashboards, internal comms and rituals — culture as a measurable system.

Why it matters

Culture isn't posters; it's measured signals. Pulse + annual surveys, DEI funnel equity, recognition programs, and a comms OS are what separate companies people leave from companies people stay at.

Scope covered

Pulse + annual engagement surveys, eNPS, action loops

DEI representation dashboards and funnel equity (sourcing → offer)

Internal communications & rituals OS — all-hands, town-halls, async norms

Recognition & rewards program with peer & manager nominations

Values-in-practice framework — behaviors, not slogans

Manager dashboards on team engagement & DEI

How we run it

Our methodology

A senior-led delivery sequence — not a template dump. Each phase is operated with your team, not handed over as a deck.

1
Culture & engagement diagnostic
Week 1
Run the engagement / eNPS survey + 15–25 listening interviews to surface the real culture (not the stated one).
2
Values & behaviours codification
Week 1–3
Codify values into observable behaviours, anti-patterns and reward / consequence rules.
3
DEI scorecard & interventions
Week 3–5
Build the DEI scorecard (gender, geography, leadership pipeline) and target the highest-impact interventions.
4
Recognition & rituals
Week 5–7
Design recognition, manager rituals and feedback channels that compound culture between surveys.
5
Quarterly engagement cycle
Week 7–8
Install the quarterly pulse + action-planning cadence with named owners and visible follow-through.