Workplaces That Work for Humanity

“A toxic culture is 10 times more likely than poor compensation to cause employees to leave.”

(MIT Sloan, 2022)

Want to retain the critical talent that drives your profitability and impact? Big Onion Partnerships can help you create healthy, high performing culture.

Because when your people are engaged, connected, and committed to your mission, your company doesn’t just feel better — it performs better.

  • Retreat Design and Facilitation

    Retreats and offsites can be powerful tools for fostering connection, making strategic decisions, and aligning your team around your mission and vision. They allow us to step away from the day to day, and focus on the bigger picture.

    Big Onion Partnerships will bring creativity and intention to the design and facilitation of your retreat so that you can focus on being present in the experience. Our collaboration will ensure that your team leaves the retreat feeling connected, inspired, and poised for success.

    Check out this sample retreat agenda focused on building trust and learning to receive and give feedback effectively.

    group of coworkers in circle with hands in

  • Leadership Coaching and Development

    Leadership is the most important driver of a company’s culture (MIT Sloan, 2022). 

    As leaders you hold the critical responsibilities of ensuring your company reaches its goals and creating an environment where your employees can thrive. This can be a lot to carry. Sometimes there is tension between these two objectives. Other times we may not have the skills we need to accomplish them. And sometimes leadership just feels lonely and we need someone else on our side. (If this is you, please check out Big Onion’s Executive Leaders Circle!)

    Big Onion Partnerships understands the joys and challenges of leading people and companies and works with leaders to:

    ► Group and 1:1 coaching to build skills and strengthen the cohesion and effectiveness of your executives

    ► Craft processes for continuous listening so we can learn from our employees’ experiences

    ► Utilize company values to create clear workplace expectations

    ► Identify cultural growth areas and design responsive action plans

    Group of company leaders sitting around a table

  • Manager Excellence Programs

    The effectiveness of an employee’s manager accounts for 70% of the variance in employee engagement (Gallup, 2021). In fact, seven in 10 U.S. workers say they would leave a job if they had a bad manager. (LinkedIn News, 2024). 

    Despite the importance, few workplaces clearly define the roles and expectations of people managers or equip them with the skills necessary to be effective. And in most fields, people are promoted into manager roles because they are skilled at their particular job function - two totally different skill sets.

    Together we will clearly define expectations for managers by answering questions such as:

    ► Why are people managers important to our company’s success?

    ► What are the expected behaviors and practices of people managers?

    ► What are the core skills people managers should develop?

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