Your Business

Change Management

Shiift provides mentoring for businesses in the growth phase to better manage their projected targets by implementing systems, strengthening organisational frameworks, identifying inefficiencies, or gaps, and upskilling staff. We work alongside your key managers, supervisors and team leaders, enabling them to best manage and sustain organisational change. 

Has your business experienced recent growth or planning for long-term growth? 

Strategic mapping is required before any change of business model or business strategy to identify & determine projected requirements & resources to successfully meet your targeted objectives. Every business requires a strong, structural foundation - regardless of size. For those businesses who have suddenly experienced exponential growth in a business area outside its normal scope a quick internal review can identify gaps, weaknesses and blind-spots. Shiift's Internal Development Plan - designed collaboratively with your management team - focuses on long-term goals delivered via an uncomplicated, positive process which engages all staff levels. 

What We Do: Change Management Analysis – identification of what you need to drive you to the next step. Development Plan - stepped 

Workplace Culture

Identifying and developing your values through organisational behaviours increases your business’s financial health and can be measured by your bottom line. Ineffective processes, negative dialogue, apathy, suppression, and a culture that accepts mediocrity (this is the way it has always been done) are just a few of the problems created by a culture that is not nurtured and cultivated. Top-down and bottom-up workshops can assist in uniting, inspiring, and motivating your business teams. Research supports company performance increases with employee involvement through training and development programs.

What We Do: We measure and assess your culture and identify any incongruence between culture (behaviours and actions) and your business values and objectives; improved behaviours and actions are identified, alongside key personnel, and workshopped within the workplace for successful long-term implementation. Assessment tools: Organisational Culture Assessment Instrument (OCAI); Pulse Surveys


Procedures & processes

P&Ps drive the following business requirements:

  • Continuity in customer experiences
  • Operational needs  
  • Risk management
  • Continuous improvement
  • Compliance
  • KPI measurement

Differentiating between the two is important for your business’s long-term objectives:

Processes are what holds your business together – the glue between your assets. Processes can expand across many organisational departments. E.g. Timesheeting to payroll to invoicing to accounts receivable. If these departments do not share strong communications then processes can become fragmented instead of streamlined.

Procedures identify and explain specific actions, describing when to apply them, when not to, how to complete them, provide examples, and are documented in an outlined format.

Procedures and processes (P&P) are a cornerstone to your business and your people, ensuring; 

  • staff are trained in an identical manner;

  • customers receive the same high-level service with each interaction;

  • data is captured and communicated consistently and relevantly to your business

  • control of processes;

  • efficient training management;

  • ongoing reviews for improvement.

(P&P) can be as simple as bullet-point lists, flow charts, or operational manuals.

What We Do: Identify gaps in your current procedures and implement an action plan to collate and document these gaps. Identify opportunities for automation of current processes to minimise manual data entry and administrative hours.

Organisational Design - Roles & Functions

Employee roles can often be ambiguous with many blurred lines when a business has experienced exponential growth in a short timeframe. Reassessing your Organisational Design every 2-3 years provides strengthened communication through clarity of reporting lines and increased productivity through simplified problem-solving funnels. Ensuring your structure can support current and projected growth objectives is critical for success. Many small businesses don't feel the need to formalise an organisational structure, consequently team-members often feel undermined when staff go around them to get the solution they want - from someone else. Your staff need clarity on who has the answers they require, what tasks sit in their role, and with whom does responsibility and accountability start and end.

What We Do: We offer several options which assist throughout the process including Organisational Structure Mapping, Position Description Development, 360 degree reviews, Pulse Surveys, MBTI profiles, Mentoring & Leadership Development.