organisational culture research

Courage is what it takes to stand up and speak; courage is also what it takes to sit down and listen
— Winston Churchill


Whilst culture surveys provide a snapshot of what’s going on in the business, they often result in a frustrating lack of insight into the core issues.  

Getting to the root of how people feel, and more importantly, why they feel the way they do, requires a conversation.

Qualitative research opens up the space for this kind of conversation by creating a safe space for people to share their honest thoughts and lived experiences.


It provides 3 key benefits:

  1. Engagement - by providing employees the opportunity to feel heard

  2. Insight - by providing in-depth understanding of the key issues and opportunities within the organisation’s culture

  3. Priming - by starting the conversation and thus setting the scene for a  culture-change or leadership initiative 

This work really helped us focus on what matters. Jessica’s style, and acumen encouraged the team - even the most introverted - to finally speak up”
— Giulia Iorio-Ndlovu - Pepsio senior insights director

 The value of this work lies in:

  1. The quality of the conversations

Through the use of a well-crafted discussion guide and the skills of an experienced interviewer, we are able to facilitate a conversation that:

  • Creates a safe and unbiased environment to encourage honest sharing and story-telling

  • Follows the emerging threads  to uncover new or unexpected themes

  • Challenges superficial or “edited” responses to ensure authenticity and depth

  • Ensures direction is steered away from unhelpful complaining and towards productive exploration

This is the kind of robust discussion we should be having more often. We need more honest conversation.
— Participant - Diversity & Inclusivity Research

 2. the quality of the analysis

The output is not simply a summary of what people said. High quality research requires the skill of an experienced researcher to be able to interpret the data and bring it to life in a clear and compelling story.

The result is a rich, nuanced understanding of topics such as:

  • Perceptions of what it takes to succeed in this organisation

  • The barriers to psychological safety in the workplace

  • Perceptions of Diveristy and Inclusivity

  • What gets in the way of people feeling like they belong

  • How people define good leadership

  • The role of trust in building high performing teams

And ofcourse, how the organisation is perceived to be delivering in these areas so that the relevant opportuities can be identified.

By understanding the current perceptions, challenges and the specific language people are using, we are in a better position to deliver to the real needs of the organisation and to bring about change that is relevant, compelling, and impactful. 

In a company that really values the importance of its culture, the study provided us with the ability to identify issues and to mobilise us for change.

I loved Jess’s approach. She grasps conceptually what you want her to do and then tackles that with rigour, thoroughness and integrity. She delivers to her commitments, has a very personable and confident style and is good with senior and junior people alike.

During the process people felt listened to and understood. She then handled mass data and insights well, and was able to synthesize the learnings into understandable and insightful output, all the while keeping the process constructive. Her presentation style is confident and clear and her no nonsense approach meant that nothing was open to misinterpretation.

The result has been a lot of positive energy, strong commitment from senior leaders and a real platform for transformation.
— Wayne Hoare - Group HR Director RCL FOODS


 A deep-dive research project would involve: 

  • Fieldwork via 1:1 interviews or mini-groups (with recordings and transcripts)

  • Analysis of data

  • Presentation of findings

  • Ongoing consulting to co-create a leadership initiative that stays true to the core issues

The approach will be designed according to your organisation’s needs at this time, and to maximise actionable insight. Please get in touch to discuss how this type of research can benefit you.

Jessica Uys Organisational Culture Researcher

why work with me?

I’m a Coach, Facilitator & Reseacher specialising in Organisational Culture and the Enneagram as a tool for personal and professional development.

I’ve spent more than 15 years in the field of Consumer Insights including a role as Consumer & Market Insight Director for Unilever, project leading Unilever’s Global Qualitative Research Accreditation Programme and since starting my own business over 7 years ago, running various qualitative research projects alongside my coaching and team facilitation practice.

My research into Organisational Culture allows me to combine my business experience alongside my qualitative research skills and my passion for personal and leadership development.