Culture development
Your organisation already has everything it needs to change its culture.
It just has not been said out loud.
Culture change starts with saying things out loud. Topaasia makes that safe, fast and repeatable.
Culture problems are easy to recognise.
They are hard to deal with.
The difficult things go unsaid
Money, conflicts and expectations are not discussed in the meeting: they are handled in the corridor, or not at all.
Values hang on walls, not in everyday work
Employees quickly sense when strategy talk and everyday reality do not meet. Trust erodes quietly.
Development stays superficial
An hour-long development discussion, but the real issues only came up afterwards, or never.
Case example: Values conversations
Values get defined. Then they are hung on the wall and put on display for everyone to gawk at.
In most organisations there is a gap between what is said to be and what really is. This gap is the real problem with culture. And it stays hidden as long as it is not discussed constructively.
What is said
We have an open conversation culture
We value everyone’s opinion
People here dare to say even the difficult things
Our values guide our decision-making
What really happens
Difficult issues are handled in the corridor, not in the meeting
The quietest never get to say the most important thing
Difficult topics are sidestepped, or silenced entirely
The values show up on posters, not in everyday work
Topaasia makes this gap visible.
The gamified structure gives everyone a turn to speak and a social alibi to raise what would otherwise go unsaid. Not handed down from above, but discovered together.
Gamified cards give a social alibi.
Difficult topics come up, not through pressure, but through structure.
The card raises the topic
You do not have to bring the issue up yourself when it comes through the cards. Even a difficult topic is easier to raise when there is a structure behind it.
The structure keeps the focus
No personification, no detours, no dominant voices. Everyone gets their turn to speak, including the quietest.
Actions get documented
What you agree on is not forgotten. Automatic reporting brings the qualitative data together across the whole organisation.
“Games work as a tool that makes conversation easier, especially when talking about difficult things.”
Johanna Pystynen
HR Director, Vincit Oyj
When do organisations use Topaasia?
Culture does not change in a single workshop. It changes in repeated, real conversations.
Values into everyday work, not just the intranet
The gamified format turns values into concrete promises. Employees do not read the values: they live them out through play.
96% wanted to keep playing
Vastuu Group
Money, conflict, substance abuse: topics no one talks about
Humana brings the game into child welfare to address money and substance abuse. Entteri untangled the communication knots between its teams. The card gives an alibi to start.
65 units use their own card decks
Humana
A deeper development discussion, in under an hour
Mia Santala (Saranen) gets to the heart of the matter in 45 minutes. At BRP, apprenticeships grew from 5 to 30. Structure brings results.
To the heart of the matter in under 45 min
Saranen
96%
of employees wanted to keep playing
Vastuu Group
45 min
development discussion to the heart of the matter
Saranen
6×
growth in apprenticeships (5 → 30)
BRP Finland
65
units use their own card decks
Humana
What do people say about Topaasia?
“The worry about what something means has clearly decreased. Communication feels more relaxed and things move forward.”
Elisa Laatikainen
Supervisor, Entteri
“The team gets to the heart of the discussion considerably faster.”
Samuli Kiviniemi
Digital Development & Cultural Lead, Sanoma Media Finland
“This is not some top-down thing. It is different, and that is why it works so well.”
Heli Lallukka
Chief People Officer, Vastuu Group
“Things identified through play can be put into practice quickly.”
Johanna Pystynen
HR Director, Vincit Oyj
“You get to a much deeper conversation.”
Mia Santala
Team Manager, Saranen Consulting
“Every conversation I saw led to deep self-reflection.”
Anna Kaisa Ojala
HR, City of Turku
How did other organisations succeed?
Six examples from different industries and different situations.
Rolling out values across the whole organisation: 96% wanted to continue.
65 child welfare units address difficult topics with the help of a gamified structure.
A sceptical workforce was won over: apprenticeships grew sixfold.
Communication knots between teams were resolved in a single game session.
HR Director: difficult topics surfaced and actions were taken into everyday work quickly.
A large organisation made development concrete: one conversation at a time.
How to get started
Book a demo
See how a gamified culture conversation works in practice. We will open your free trial at the same time.
Book a demo →Free 30-day trial
Try without limits and without commitments. We help you get started and make sure you know how to play.
Try for free →Start playing
Bring the game to teams, values work, development discussions or a change situation, as soon as you are ready.
Culture development starts with one real conversation.
It can be about values, about change, or about what is not working in the team. Topaasia makes it safe.