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Find Your Company Culture

Strategically define what it means to thrive in your organisation.

Then, find the people that fit.

CompanyDNA

Use it to define or improve company culture

It’s difficult to know what to look for in a candidate. You’ve seen their CVs, and you know who’s skilled technically. But how can you tell if they’ll gel with the team? How do you know who will suit your organisation?

To assess cultural fit, you need to first define your company culture. Once you have a solid blueprint, you can easily assess candidates for more than just competency.

How it Works

CompanyDNA uses 3 profiles to highlight the 8 capabilities most important for your company’s culture. Create the first two, and leave the third to us.

3 workplace culture profiles:

  1. WANT
  2. HAVE
  3. NEED
CompanyDNA Want Have Need

1. WANT

You start with your WANT profile.

What is it? An expert-agreed definition of what makes someone thrive in your organisation. A group of experts collaborate to choose 8 core capabilities that are crucial for success in your environment.

2. HAVE

Then, you compare it with your HAVE profile.

What is it? An evidence-based average of the capabilities your top performers hold. By assessing those who already perform well, AbilityMap consolidates the underlying themes that predict success in your organisation.

3. NEED

Using both, we create your NEED profile.

What is it? The bridge between your WANT and your HAVE. Compare your top performers with the capabilities you want in your organisation. If they match, great! Let’s get more of those traits in your teams. If they don’t, is it time to move in a new direction?

How to change company culture

If your WANT and your HAVE profiles are wildly different, it presents an opportunity to really explore your company culture in depth.  It gives you an opportunity to reconnect with your company’s roots or move in a new direction.  After all, no business stands still forever, and you don’t need to have a toxic company culture before making positive changes for the future.

Before embarking on a culture change, it is worthwhile considering what features are typical of a positive culture.

Features of a strong company culture

While there’s no one-size-fits-all when it comes to a positive workplace culture, there are a few initiatives you can implement to get started on your culture change.

Employee engagement

Ask employees what’s important to them. After all, they make up your company culture.

Professional development opportunities

Many people consider job satisfaction and company culture as hand-in-hand. Show your commitment to changing company culture by offering training programs.

Work-life balance

If your team members aren’t satisfied with your company’s culture, maybe their time isn’t being shared fairly. Flexible work schedules can be the difference between a maintainable work-life and burnout.

Company values

Do your team members share your company’s mission statement? A great culture has employees and the leadership team aligned on core values.

Employee morale

If employees feel happy, your culture will reflect this. A toxic culture will quickly wear down morale, while a healthy culture should boost well-being all around.

Attracting new hires

Being able to hire and retain top talent is a huge indication of a strong culture. If job seekers are finding you (and staying), you may have a great work environment and culture.

How to Maintain a Company Culture

Once you have defined your organisation’s culture and communicated the values and behaviours with your employees, you are in a great place to embed and maintain your company’s DNA through retention and recruitment strategies.

By hiring people whose work style aligns with the behavioural capabilities of your company culture, you are well on your way to embedding and strengthening your company’s culture for the future.

6 ways to maintain your current culture

1. Appoint a culture committee

This may simply be an extension of your HR department, but a culture committee can oversee the maintenance of your cultural status quo.

2. Maintain open communication

A strong culture now does not guarantee a lifetime of success. Cultural change is normal and ensuring current and new employees have a shared perception of what your ideal culture looks like will make it easier to encourage this long term.

3. Invest in your employees

To ensure everyone feels valued, you should aim to provide a positive employee experience. A great way to maintain a culture they are happy with is to provide great work-life balance, development opportunities and benefits.

4. Align your own actions

Make sure you are leading by example. If you want to foster a culture of transparency, show your employees you trust them with important decisions and information.

5. Positive reinforcement

You cannot demand compliance. Most employees respond better to positive feedback and motivation.

6. Assess new hires

Hiring people whose work style aligns with the values and culture of your organisation means the new employees are more likely to settle in quickly and thrive in your environment.

AbilityMap provides an evidence-based insight into each candidate’s capabilities to effectively carry out the skills required for great performance in a role. It can also tell you who is best suited to your company culture.

AbilityMap's just been a huge time saver. It’s also meant that those initial hires, which are such a big risk because you need to get them right, have been right so far. It’s the reason we’ve...
Ryan Griffin
AbilityMap's just been a huge time saver. It’s also meant that those initial hires, which are such a big risk because you need to get them right, have been right so far. It’s the reason we’ve been able to double year on year for the last 3 years running, and we’ll continue to do so.
Ryan Griffin
We were able to use AbilityMap to fill a set of attributes that were distinct from the rest of the team’s capabilities. This let us bring balance into the leadership team.
William (Billy) Crock
We were able to use AbilityMap to fill a set of attributes that were distinct from the rest of the team’s capabilities. This let us bring balance into the leadership team.
William (Billy) Crock
Faethm used Ability Map experimentally initially, and quickly found the platform so important it became a mandated and core part of all hiring. Faethm was a multi award-winning SaaS AI business that launched in 2017 and grew to...
Michael Priddis
Faethm used Ability Map experimentally initially, and quickly found the platform so important it became a mandated and core part of all hiring. Faethm was a multi award-winning SaaS AI business that launched in 2017 and grew to serve clients in 26 countries by the time it was acquired in 2021. To do this we hired a lot of very capable people, globally, fast. Part of this success was our ability to identify the best people to hire, in multiple countries, in a standardised and best practice way. Ability Map was key to doing this. Aside from the easy use of the product, the sophisticated psych science under the hood and the decentralised and staff-led usage (a key factor in how Ability Map saves leadership and HR time and brings users into the process so they use and believe in the outcome) Ability Map’s services and interactions were outstanding throughout, and the output of assessment became a hugely valuable management, coaching and mentoring tool during employment. I’m a big fan and I’m delighted to see Ability Map bringing in investors to help it drive scale.
Michael Priddis
The key that AbilityMap provides to us is the ability to lean on some form of hard metric in order to make hiring decisions more quickly.
John C.
The key that AbilityMap provides to us is the ability to lean on some form of hard metric in order to make hiring decisions more quickly.
AbilityMap dramatically reduces bad hires and has driven productivity and performance of my sales team. Now we are applying this to differentiate our value as recruiters to our customers.
James
AbilityMap dramatically reduces bad hires and has driven productivity and performance of my sales team. Now we are applying this to differentiate our value as recruiters to our customers.
AbilityMap allows me to partner with business customers in a way I haven't been able to before. I can quickly help hiring managers pinpoint the capabilities they need and deliver strong candidates that match.
Stephanie
AbilityMap allows me to partner with business customers in a way I haven't been able to before. I can quickly help hiring managers pinpoint the capabilities they need and deliver strong candidates that match.

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