Help for all HR Managers in a new post

Are you an experienced HR Manager moving or moved to a post within a new organisation ? How can HR Managers get a good all round understanding of culture, issues, promises, ideas and emerging talent in a short space of time so that they can take this on board alongside developing their role and those of their team?

People usually give you a couple of weeks to settle in and then you can feel that everyone is waiting for decisions to be made (that may have been waiting for some time!). Don’t feel under pressure……

As we gather our information from those around us a picture emerges but we are often never sure what is a true reflection and what may have an ulterior motive behind it – also we will receive different perspectives from different groups such as SLT, HR, employees, Managers, Team Leaders, Volunteers etc all based on what they may have been hoping will happen when the new ‘HR person arrives’ and that’s YOU!


It's in there somewhere

HR Managers world


Coachhouse have developed a bespoke template ‘COACHOUSE PULSE CHECK’© to give HR Managers effective feedback from all areas of the organisation to help them understand the organisation, it’s aims, objectives and people’s opinions in a concise way.

This works effectively because we are external to your organisation and can talk to a cross section of people representing all areas within any preconception. We design a range of questions with you, talk confidentially with your people/groups and provide you with meaningful feedback to help guide and inform your decisions when you are ready to make them. The idea is that you are are armed with the right information without bias or prejudice. This information will be both qualitative and quantitive. If you would like to find out more or speak to some of our clients that have used this approach and the benefits to them please do contact us at

In the meantime here are a few pointers to help you courtesy of

  • How to Observe Your Current Culture – a starting point for HR Managers

    You can obtain a picture of your current culture in several ways. To participate in the assessment of your culture, you must:

    • Try to become an impartial observer of your culture in action. Look at the employees and their interaction in your organisation with the eye of an outsider. Pretend you are an anthropologist observing a group that you have never seen before.
      Ask yourself questions such as: How do people interact with each other? How are conflicts resolved (and are there conflicts)? How do senior leaders interact with middle managers and employees? How do middle managers interact with reporting employees?
    • Watch for emotions. Emotions are indications of values. People do not get excited or upset about things that are unimportant to them. Examine conflicts closely, for the same reason. Do people seem engaged, interactive, excited, happy, friendly, morose, or withdrawn? Do they smile and interact with you as you walk by their desks?
    • Look at the objects and artifacts that sit on desks and hang on walls. Observe common areas and furniture arrangements. Are they interactive or are they sterile? In one memorable company, to several consultants who were walking through the cubicleville, the sterileness of the environment was striking—no family photos, plants, knick knacks, desk accessories, or toys.
      The company CEO informed the visiting consultants, privately and under strict confidentiality, that he was closing the company at the first of the month—and he didn’t want the employees to know. The consultants informed him that the employees already knew. Their empty workstations were a testimony to this knowledge.
    • When you observe and interact with employees, watch for things that are not there. If nobody mentions something that you think is important (like the customers or expected sales growth), that is interesting information. It will help you understand your organisation’s culture.