Promoting a Healthy Workplace Culture

Values, standards and behaviour represent the DNA of an organisation and are reflected in what people do and how they do it. A healthy inclusive workplace culture is exhibited through fairness and respect, which can significantly influence performance, attitude and positive behaviour change. We engage people across the organisation in a conversation, exploring new ways to model involvement and engagement. Inclusion in the workplace engages people, values human connection and unlocks potential, resulting in improved team building, greater creativity and lower attrition rates.

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Reactive organisational culture training, addressing issues after they occur, proves significantly more costly than preventative measures. The average workplace harassment claim can cost an organisation between £60,500 and £101,000, with legal fees often exceeding £81,000. This doesn't account for hidden costs like lost productivity (20-40 days per incident), management time (3-5 days), and team impact (20% productivity drop for weeks). Furthermore, employee turnover due to a toxic environment can cost 150% of the departing employee's salary.

Conversely, preventative training, costing an average of £80-£120 per employee annually, offers a substantial return on investment. Studies show that for every 80p spent on preventative programs, organisations see a median return of £1.86, a 25% reduction in workplace incidents, and up to a 500% ROI in the long term. Companies with structured prevention programs also report 28% higher employee engagement, 45% lower turnover, and a 31% reduction in compliance issues. Investing in a proactive approach not only mitigates financial risks but also fosters a more positive and productive work environment.

Implementing organisational training to address new or existing behaviour standards, values and behaviours, ensures that everyone has the same understanding of what crossing the line looks like.

Using drama-based training deepens their understanding by demonstrating macro behaviours as well as the more commonly used, yet more difficult to call out, micro behaviours. We often hear within organisations that the employees are unsure of what the workplace policy is, where to find it and what the impact these behaviours may have on their colleagues, job and the organisation. Therefore, we always recommend consistent training in this field to ensure that new recruits as well as existing staff are aware of what these are, any changes that have been made and to ensure that complacency doesn’t become the issue.

The effectiveness of drama-based training lies in the ability of making it bespoke which the CIPD recommends using as a training tactic. When training is bespoken to the individual and organisation it reflects their environment and makes the scenario observed instantly relatable and starts to negate the negative preconception and attitudes of “the training isn’t targeted at me so I won’t fully participate”. It creates an immersive experience, capturing the interest of participants instantly. The collaboration of participants allows them to become emotionally invested, getting involved and putting their skills into practice. Research indicates there is an 86% increase in learner engagement when people work together and 91% of employees who learn together are more successful.

A study was conducted to find out the lasting impact of experiential training compared to other learning approaches. The results discover:

Participants retained 10% of the information from being told;
Participants retained 32% of the information from being told and shown;
Participants retained 65% of the information from being told, shown and experiencing it.

Immersive Research

Consult and involve staff/stakeholders/Board members
Familiarisation of your history/culture/aspirations/policies
Establish current culture and reality
Identify what you want/need to achieve

Consultancy meeting for the purpose of research and development

Deliver

Engaging, interactive and inclusive training
Challenging in a psychologically safe environment
Share

Collaboration in a psychologically safe environment

Devise

Feedback research findings to client
Design powerful and engaging programmes
Authentic script, real characters and scenarios
Intensive rehearsal and briefing of delivery teams

Embed Change

Develop sustainability strategies
Focus on action centred results
Building communication around feedback
Celebrate and embed

Reflecting the direction from consultancy and embedding change

Our Methods:

Programme Components

“Since attending the Garnett Interactive training, I think more about putting myself in my patients’ shoes. I want to be sure that I have done everything possible to make them feel comfortable, safe in our hands and happy.” Clinical Support Worker

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Following the training sessions, a feedback and evaluation report is compiled to ensure the actions highlighted are embedded and the learning is sustained. The report is reflective of the lived experience and perspective of the participants and includes:

Issues, actions and concerns arising

Reoccurring themes

Consultative results and areas to be addressed

Voting results

Recommendations and actions

Participant feedback

Our reports are anonymous and compiled around individual, team, manager and organisation actions

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Defence Academy of the United Kingdom

“The feedback across the board was all remarkably positive, pretty much unprecedented in its positivity in my experience.”

Chief Executive, South Yorkshire Housing Association

“We worked on a behaviours project with Garnett Interactive. As a way of kick-starting cultural change it is second to none. Our staff are still talking about it.”

Naomi Humber, Head of Mental Wellbeing at Bupa Health Clinics

“An employee who feels psychologically safe, supported and valued as an individual will be able to perform at their best and thrive in their working environment. They are likely to be more engaged with their role and employer’s purpose. This can lead to greater productivity..”