How it works

evil culture

How it works

Leadership

A Leadership meeting should take place every 3-4 months.

It does not need to be an additional meeting to the businesses existing meetings.

The purpose to begin with would be to develop and agree what a ‘Programme’ looks/sounds/feels like.

After that it would be to keep updating where it was at and how to keep evolving it has the expectations of the industry changes
Some organisations take advantage of having these when they may be starting a new project and would like to get the senior members focused and collaborating with each other.

This sets up the projects for success and aligns everyone commitments creating the right culture from the beginning.

Research

It is always recommended that some sort of research/bench marking is done prior to cultural work being done. This gives information to help the leadership understand areas of focus. See research section for more detail of offerings.

Research Offering

The eviL culture Ltd. research offering provides clients with an opportunity to understand what their people really think. Research is a fantastic way of gathering data to inform organisations choices on how they might want to develop or change their culture. This is why it is usually the first step on most cultural programmes, to allow a benchmark to be taken of the organisation’s views, which can then be measured against as a programme is implemented.

Our approach

Our approach is different from competitors as the data collection is completed face to face, with our teams visiting your people in their environment. This allows us to have conversations to give us an understanding of both the organisation and its people, whilst also ensuring that everyone fully understands both the research purpose and the context of why they are being asked to complete it. Conducting research face to face significantly increases the response rates (compared to online surveys) and ensures that all employees can take part in the same way. Research is only truly useful with a representative sample, which is why we always aim to capture everyone within organisations. This includes leaders (who can lead by example in completing the research), all management supervisory roles and core teams, whether working in an office or on site/factory floors. It is vital that we have a true reflection of the organisation to ensure we can accurately capture views and opinions. Our Non-Executive Director is a member of the British Psychological Society (BPS) meaning that our research is bound by strict ethics and guidelines. All our research is strictly anonymised to ensure that teams can be open and honest in their responses.

Bespoke

With the experience the eviL culture Ltd. team have and working alongside our partners at Capella Star Services our research offering is bespoke to any client’s needs. Our most popular offering is our Cultural Survey. Clients can use this to understand their workforce’s views on the safety culture within the organisation, providing easy to use results and provoking discussion on how to then develop a culture using the workforce’s views as the springboard. Findings are presented in an easily accessible PowerPoint presentation. This research can be repeated to then assess progress from this initial benchmark.

Work on site

Something that is unique to eviL culture, the team work on the ‘tools’ whether that be on site in a trench or in an office. We are comfortable getting our PPE on and embed ourselves within the teams. This builds relationships and trust. People tend to be more open regarding the true culture of the business when you earn their respect. This is a continuous offering not just at the start.

Workforce engagement is key to eviL’s success, with 20 years working on sites across a variety of sectors and for the last 10 years managed the successful roll out of a cultural programme, developing modules to get all roles in a business to think differently about the way they work and create a thriving culture. In our experience across various sectors and organisations, communication is always seen as an area that can be improved when teams give their feedback. Do all your messages that you share across your organisation land? Are they always taken on board in the same way? And do you always get exactly the response or feedback you were looking for?

By taking a more practical simplified no nonsense approach eviL culture is able to help get the messages to land with all levels of an organisation. This tends to be because of the relationship building done whilst working side by side with people.

Foundation session

Every company that opts to go down this route will have their very own bespoke module. We pride ourselves on making sure the fundamentals of the day are the same but making sure that no two session is the same. We work with the organisations to design the module to make sure it best fits their needs to tackle the issues raised from the research.

The foundation day is a motivational cultural workshop that enables individuals to restructure their beliefs and consider their attitudes about safety, themselves, their working practices and ultimately better understand the day-to-day choices they make in the workplace.

At evil we have recognised that using a ‘coaching approach’ combined with reverse mentoring from core teams is a fundamental requirement for a sustainable positive cultural change as the workshop impacts everything we do. The key to understanding this is the development of a deep knowledge of why people make the choices they do – especially in the workplace.

The foundation day is an energising event that all staff, your clients and supply chain personnel will find invigorating and thought provoking. This is the opportunity to go far beyond “behavioural” safety. It has been designed to get everyone talking a common language in your business and will cover:

Supervisor/management

Just like the foundation session this module is designed bespoke to the needs of business. The design process involves sitting with the senior managers to ask what their challenges with the supervisors are. We then sit with a select number of supervisors and ask them what they would like to see improve. This session has been developed to assist your frontline supervisors and managers in developing their skills.

As your business grows it is important that your people grow with you. People in these roles tend to have come from the core team, then promoted into a position and expected to supervise people. The industry has always had a focus on developing people to ensure they have the knowledge and practical skills to fulfil their roles. This module has been developed to compliment these skills. This allows individuals to understand how they influence the team around them and help understand their leadership style.

The basis of the session aims to cover:

Styles of approach
Briefing with impact
Building Rapport
Affective engagement
Feedback techniques.

Sustainability sessions

Having a one-off foundation day or supervisor/manager session is good, that would never be sustainable though. Every 3-4 months it’s about designing small 1–2-hour sessions that uses the core information and targeting the areas of focus needed in the business at that specific time. These areas would be agreed at the leadership team meetings.

Areas that have been covered in the past that have proven to be successful.
Summer/winter campaigns – get people focused as they approach each season.
Buried services – using the language from the foundation get people to understand the risk once they have broken ground.
Functional support – taking people from support function out to sites to meet the teams and discuss what they do for the business and how the teams may be able to help them in their roles. Break down office/site divide.
In-house employee – find someone in the business who gets trained up to understand the role of a coach. Long term they carry the batten of culture and implement what is learned from eviL culture. Someone from the business delivering to the business.
Site support – having a member of the eviL culture team retained in the business once a week and they mentor the in-house employee and are able to deliver any business messages. They continue the work of being on the ‘Tools’ and sustain the learning of how they can put it all in to practice in the real world.

rECapp

While some clients choose on-site sessions with eC, these can be expensive for some and only reach a limited number of employees at once. New hires often have to wait for enough people to join a session, this delays their introduction to the cultural program.

Additionally, many businesses rely on subcontractors who may not have the budget for cultural training. This solution offers an affordable way to include them and align them with company culture early on.

Following feedback from various clients, eC has worked with industry experts to develop a digital platform “App” to help create more sustainable programme engagement. This bespoke App has been built from the ground up using recent techniques to develop E-Learning and App.

The E-Learning can be stand alone or fed into a business’s Learning & Development frameworks. App includes E-Learning and goes further to bespoke something unique to your business. Current clients with ongoing programs can go directly to the App for their employees. If it’s been a while since a session, they can use the App as a refresher. New clients should use the E-Learning to introduce their employees to the program.

Charity work & sponsorships

We are extremely proud to be part of the Construction Sport One Hundred Club and have supported Construction Sport since EC was formed. The charity’s founder, Steve Kerslake, has been a close friend for many years, and wherever possible we make time to support both him and the vital work his charity delivers. Construction Sport plays an important role in raising awareness of men’s mental health within the construction industry, providing muchneeded support to individuals and their families during difficult times.

When the One Hundred Club was established, we joined without hesitation. Through a monthly contribution of £100, each member company helps Steve and his team continue to deliver the support that makes a real difference across the industry.

Cycling charity challenge

In 2025, I took part in a charity cycling challenge alongside a group of colleagues, riding across the width of the UK from Hinkley Point to Sizewell. Over four demanding days, we covered 308 miles in support of men’s mental health in the construction industry.

The challenge was both physically and mentally tough, but it was incredibly rewarding to be part of something with such a meaningful purpose. Together, we raised over £45,000 for the Construction Sport charity.

Charity walk across London

In 2022, a close friend and I set out to raise awareness of the experiences of women working within the construction industry. The focus was on women working on the tools — including plumbers, machine operators, lorry drivers and bricklayers.

Women from across the country, many of whom had never met before, gave up their time to come together and walk across London in their PPE. Hearing first-hand accounts of how some of these women had been treated within the industry was a real eyeopener. I felt it was important to take my daughter out of school for the day so she could join us and see for herself that there are opportunities for women in construction should she choose that path in the future.

Raising awareness for mental health

Over the years, I have taken part in numerous charity walks to raise awareness of men’s mental health within the construction industry. These challenges have included two full marathon walks completed during the day, as well as an overnight marathon walk.

The night walk involved setting off from Twickenham Stadium at midnight, with a deadline of 10:00am to cross London and arrive at the ExCeL Arena in time to open the Build UK event. Each walk was physically and mentally demanding, but they reinforced the importance of continuing to raise awareness and support for mental health within the industry.

Sponsorships

Over the years, EC has been proud to support young local sports teams and clubs and has had the opportunity to sponsor several initiatives. One such example was working with a local gymnastics club, where the boys’ elite squad was competing at national level. We designed and provided matching tracksuits so the team could arrive at the competition looking united and confident.

We have also supported a local junior golf squad that takes part in a seasonal competition across clubs throughout the county. EC designed and supplied matching polo shirts to help the team present themselves professionally and feel part of a team when arriving at each event

Years Experience

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Countries

Team Members

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everything bespoke

Reviews...

...innovation...

“We approached Evil Culture to bring some innovation and fresh thinking to our cultural safety program which had been running in a similar format for some time.

Karl and the team impressed by developing and delivering engaging content for our company wide SLT and would not hesitate to engage them again.”

...an asset to have onboard...

“Having known and worked with Karl for many years, I must say he’s been an asset to have on board.
Working closely with him to look at things from a different perspective has helped us develop bespoke impactful sessions that really gets people thinking.
Using the latest psychological tools that can help show how to get the best out of situations and making them easy to understand has helped us drive down our incident rates.
Working with everyone in the Organisation, it has helped us start a movement and push us up the Culture maturity ladder.

We are not only a safer business from working with evil Culture, we have also become a more connected and Proactive focused team.”

...of great value...

“I knew Karl in my time as CEO of J Murphy & Sons through 2015 - 2017.
He was an important member of the Cultural Development Team at Murphy - an initiative which put Murphy at the forefront of driving the much-needed deep cultural change in the construction industry.
This Cultural Development Programme (CDP) was established to bring meaning and relevance amongst the whole workforce to the company values and engage their support in the delivery of its strategic purpose and business plans.
The programme focussed on the Murphy values of Never Harm, Always Deliver, Constantly Improve, Work as One Team and Respect All. Karl was a very effective member of this team helping to develop the delivery programme and leading a number of its coaching and training modules.

I have no doubt that his knowledge, enthusiasm, energy & integrity will be of great value to the clients of his newly formed venture”

...able to engage at every level...

“Working with Karl over three years, Karl had the ability to create and communicate a very wide cultural development programme across a multi-disciplined business.
Karl had a unique skill to be able to engage with every level of the company with complete professionalism to deliver a second to none programme in the industry.
Karl managed to motivate groups and individuals to deliver the theory into practice which can't be achieved by many others in the field in my experience.

If your business needs assistance in this area, you need to look no further, Karl through EC s will deliver to your requirements, and you won't be disappointed!”

...positive change...

“Karl has been instrumental in starting to drive some really positive change with some challenging projects.

His engaging and no-nonsense approach to identifying and resolving cultural issues is really refreshing.

He rapidly builds trust with project teams, and his open sharing of opportunities with clients and contractors allows everyone to move forward.”

...helped us adapt...

“eviL Culture came in and embedded themselves into our culture and assessed where we were on behavioural safety, they then helped us adapt our model to work better for the business and its people. This was the start of a long relationship with Karl and his team which has benefitted Pod-Trak and its culture.”