Culture Wheel
Select parts of the wheel to read more
Reward & recognition
- Pay parity
- Recognise performance and behaviours aligned to values
Ongoing work in this area
- Mercer remuneration review
- Reviewal of Enterprise Agreement
- New recognition program
Communication
- Linkage between external and internal communications
- Use of jargon-free language
- Consistent messaging
- Deliberate channels of communication
Ongoing work in this area
- Increased awareness of change management methodology and applications of principles within projects
- Systematic internal communications approach
- Weekly waffle videos and staff updates
- Regular Wallace chat updates for social connectivity
Performance
- Accountability
- Actively managing performance
- Managing and developing talent
- Ongoing review of systems and processes
Ongoing work in this area
- Application of Performance management framework
- Defined leadership signature behaviours
- Capability development framework
- Talent review
- Essential Conversations Training for management
- Introduction of new enterprise resource planning
Purpose
- Value adding
- Organisational vision
- Organisational values
- Strategic direction
- Decision making
- Accountability
Ongoing work in this area
- Business plan
- Strategic plan
- Role design
- Clear accountabilities and expectations
Atmosphere
- Transparency
- Behaviours
- Equity
- Professionalism
Ongoing work in this area
- Bi-annual All Staff Meeting
- Meeting of Senior Leaders at least four times each year with key messages cascaded
- Video Executive Planning Sessions to communicate outcomes to staff
- Creation of an employee value proposition
- Bespoke approach to employee engagement – Hearts & Minds
- Fit for purpose office spaces
- Hybrid Model enabling tools
- Health & Wellbeing Subsidy
Team Approach
- Leadership
- Clarity
- Collaboration
- Innovation
- Inclusion
- Share success across portfolios
Ongoing work in this area
- Diversity Equity & Inclusion Strategy
- Commitment to cultural competency
- New approach to talent review and approach
- Hybrid working model and associated tools
- Team Charters
- Consistent key messaging
Org Structure
- Hierarchy
- Feedback
- Engagement
- Acknowledge we are adaptive org who needs to flex with an environment
Ongoing work in this area
- Continue to embed redesign and realignment to new structure
- Review of PDs
- Hearts & Minds
- Onboarding surveys
- Exit surveys
- General Manager engaging with other portfolios to raise awareness and knowledge of operations across WAPHA