Case Study
With the Values Project, we actively involved more than 120 people from Axera in the design collaborative of values and behavioral guidelines to make the organizational culture concrete, through workshops and focus groups.
Initial Challenge
Axera, a company born from the merger of previous entities, needed to recognize and consolidate its common identity and distinctive organizational culture. The goal was therefore to identify the values representative of the company and the people who are part of it.
Strategy
Together with the HR team, we structured a step-by-step co-design process for corporate values: the first sessions involved management; subsequently, a series of 10 focus groups activated 120 people; finally, the last meetings were held with Ambassadors for the final synthesis of the different shared perspectives. The entire workforce participated in the final presentation of the values.
Result
The journey culminated in the design of a cultural manifesto that narrates Axera's distinctive values in depth and illustrates the guidelines on behaviors encouraged within the company, with the ultimate goal of making the organizational culture as concrete and effectively perceived as possible. The role of the Ambassadors as spokespeople for the values is also a project result. Finally, the large-scale active involvement allowed for the immediate generation of awareness and positive changes.
Axera generated positive change thanks to the active involvement of the workforce in defining its values
Initial Challenge
Axera Spa is the largest reality in the telecommunications (TLC) and information and communication technology (ICT) sector in the Triveneto region. It was born from the union of four companies that decided to found a single large organizational entity. For this very reason, the time had come for Axera to examine its organizational culture. The need presented to Amploom concerned the recognition and consolidation of Axera’s unique, shared, and distinctive identity through the identification of values representative of the corporate context and the people belonging to the organization.
Strategy
Together with Axera’s HR team, we built a co-design journey aimed at both management and the rest of the workforce, with the goal of gathering and pooling as many voices as possible on the corporate values that guide Axera. The steps included:
finally, the cultural manifesto was presented to the entire workforce.
Result
The project outputs were summarized within Axera’s cultural manifesto and include:
Further results achieved by the journey are:
Elena Bertinato,
HR Manager
"The project on Axera's founding values, developed together with Amploom, represented a key moment in our journey of cultural evolution."
"Through an inclusive and participatory approach involving the entire workforce, including management and ownership, we built an authentic and shared cultural model and defined our value system. Listening, participation, sharing, involvement, and awareness are the keywords that describe this journey. Amploom was a true facilitator of change for Axera, capable of accompanying us with competence, sensitivity, and a great ability to read the organization."
Giulia Peripolli,
Program Assistant Axera Academy
"Valentina and Serena accompanied us on a journey to build AXERA's Values: a work of shared and participatory identity that involved the entire company."
"I had the opportunity to participate (along with other colleagues) in a long and in-depth journey conducted by them, consisting of various moments of listening, discussion, and synthesis, where we truly listened to each other and what we experience daily—or what we aspire to—found words and form. We were guided with great professionalism, care, and sensitivity: attentive presences, never forceful, capable of holding together method and heart, and creating a safe space where everyone could express themselves authentically and thus contribute in a real way to the construction of a common project. THANK YOU! "
The project focused on the co-design of corporate values and guidelines on encouraged behaviors. The journey was structured following the Organizational Culture Design Radar, Amploom’s methodological framework, first analyzing aspects of the existing culture and, subsequently, defining the cultural evolution through the promotion of new values.
Large-scale co-design allowed for the active involvement of nearly 70% of the workforce in the definition, generating a greater sense of belonging. The workshops themselves and the resulting active listening among colleagues triggered positive changes in the company. Thanks to the high level of participation, it was possible to identify values that are representative and felt by all the people who took part in the project.
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Attraverso le nostre risorse potrai comprendere come trasformiamo la cultura organizzativa e le esperienze delle persone con il design: immergiti in casi studio, ricevi materiali ispirativi, leggi storie dal grande impatto trasformativo.
