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Week 1 notes:

Introduction to the team and workplace. Observed current employee engagement practices and the environment.

Familiarised myself with the gym's current culture, leadership structure, and available resources for the work-culture shift.

Met with leadership to discuss objectives for the work-culture shift.

Conducted a preliminary review of the current employee engagement surveys and reports.

Set up the initial framework for conducting employee surveys and focus groups.

Developed the first version of employee engagement surveys, focusing on cultural alignment and satisfaction.

Discussed Kotter’s 8-Step Process with supervisors to align the strategy.

Began preparing for first focus group session.

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Ran the first focus group with employees to gather feedback on current culture and desired changes.

Analysed survey data and identified early trends in employee satisfaction.

Refined focus group questions based on initial feedback.

Prepared a report outlining key insights from the first set of surveys and focus groups.

Discussed findings with the team and leadership.

Continued focus group sessions with different employee groups.

Began tracking specific behaviours tied to desired cultural changes (e.g., collaboration, transparency).

Started measuring early behavioural metrics.

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The Resilience Training Centre employee engagement survey 

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Findings from survey from total of 9 staff 

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Findings from survey from total of 9 staff 

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All information from staff was kept confidential, for both me and employer.

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Strengths:

Strong support for new cultural values among most employees.

High motivation reported where communication and contribution are strong.

Employees value involvement in decision-making.

Challenges:

Some staff feel communication is inconsistent.

A few employees are unclear about how the culture change impacts them directly.

Opportunities to contribute are not evenly distributed across all teams.

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Kotter 8 Step process Handout for Daniel 

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Kotter 8 Step process Handout for Daniel 

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Reviewed behavioural metrics and assessed initial impact of changes on work culture.

Held follow-up interviews with key employees to assess the effectiveness of the changes.

Conducted a second round of surveys to measure employee engagement after the cultural shift.

Collected data on revenue and business growth post-cultural shift.

Began comparing business performance with KPIs (e.g., client acquisition, retention) - too early to see changes.

Analysed data from the second survey and presented initial findings to leadership.

Identified areas where further adjustments may be needed in the cultural change strategy.

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Conducted a final round of focus groups to gauge the overall impact of the work-culture shift.

Compiled all data and insights into a comprehensive report.

Provided recommendations for further action and adjustments to leadership.

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Finalised all reports and presented them to the management team.

Met with leadership to discuss long-term strategies for maintaining the cultural shift.

Continued tracking behavioural metrics and business KPIs to assess sustained impact.