Organizational culture – made human

Most organizations don’t fight the competition, but themselves.

Miscommunication, inefficient meetings, low productivity, little engagement, burn-outs, attracting and retaining talent, lack of safety, fear and stress. Work is not working.

Though often tackled separately, these challenges are interconnected, vital to business and share a common root. They are the result of an organizational culture that is not human-centered.

For us, culture is not your office's tennis table, nor your values written on a poster on the wall. It is tangible human behavior. It is feeling safe, being honest, taking responsibility and having empathy; Enabling people to do their best work.

AVEC makes working together work by creating human-centered cultures. Ready to dive deeper?

Our services

We help leaders, teams and organizations to make working together work by focussing on:

We support organizations with tailored programs and off the shelf solutions – always human centered.
Strengthen organizational culture
Foster team development
Organize off–sites
Placeholder voor my boy
AVECAVECAVECAVECAVECAVECAVECAVECAVEC
avec_marc_vollebregt_vandebron_logo
avec_marc_vollebregt_dgtl_logo
avec_marc_vollebregt_spark_logo
avec_marc_vollebregt_hyper_island_logo
avec_marc_vollebregt_new_amsterdam_surf_association_logo
avec_marc_vollebregt_abn_amro_logo
avec_marc_vollebregt_adidas_logo
avec_marc_vollebregt_bol_com_logo
avec_marc_vollebregt_publicis_logo
avec_marc_vollebregt_graydon_logo

Challenge

Start-up SPARK needed a new and human remuneration strategy.

Process

Salaries are taboo: Employees don't talk about it but find it important. It determines their value. That's why we interviewed all employees and opened up salaries. After this, we facilitated multiple management- and company-wide sessions to define what remuneration fits an impact start-up like SPARK.

Result

A human remuneration strategy based on a thorough benchmark of every employee's salary. By involving everyone, the strategy is supported by the whole organization, there is increased trust between colleagues and individuals feel valued. In collaboration with Emaho.

Challenge

DGTL Festival developed a new brand strategy. How to realize it?

Process

A new strategy creates emotions that, if not shared, withhold us from doing the change necessary. Through multiple sessions, we created space share questions and concerns and translated the strategy into concrete projects with a detailed plan of who needs to do what, when, to make it reality.

Result

From concept to tangible projects, clear outcomes and tangible behavior: Employees now own the strategy. But more important, they connected with each other on a human level, which increased trust and motivated them to do the work together.

Challenge

Graydon needed to become a responsive organization.

Process

We set up cross-functional teams in the organization and started to build trust and align expectations. For six months, we coached weekly meetings and ran team-dynamics sessions to make members work better together. More than structure, self-organizing is about changing behavior: learning how to work with roles and responsibilities instead of titles, give and receive feedback, and reflect.

Result

Past quarters, the teams had the highest revenue of the whole organization. Moreover, engagement was high because they work based on trust and transparency.In collaboration with OrganizationBuilders.

Tell us your challenge

Do you want to make working together work for your employees, team or colleagues? Drop us a line and we'll get in touch.

Contact

Tell us your challenge

Thanks! We'll be in touch soon!
Oops! Something went wrong while submitting the form.