Where Is Your Organisational Culture – Really?
Culture Survey Helps Shine a Light
While the financial year draws to a close, many organisations are planning their goals and training for the 2015-2016 calendar year. But how does an organisation know what measures are required based on what’s really going on, the true needs and maturity of the organisation, and not a guess?
In this article, we look at why organisational culture matters and how our diagnostic survey can help organisations take the temperature of their culture and target their energy and investment into the areas that will truly make a difference.
Organisational culture matters because there is widespread consensus that an organisation’s culture directly impacts its ability to deliver on its purpose.
How Do You Assess Organisational Culture?
The ability to assess an organisations culture – to review and monitor systems and processes in order to evaluate their effectiveness, foster a culture of innovation and creativity within the environment or work teams, and implement plans for refining or delivering improvements over and above standard work practices – is arguably the single most important tool that employers can have.
What is the most effective way to assess the organisations culture? Ask the workforce to rate it – after all, they are best placed to describe its perceived strengths and weaknesses and they have a very strong personal interest in having their workplace culture improved.
Our diagnostic survey is a cost effective assessment tool which offers a powerful, predictive and reliable method for the assessment and improvement of organisational culture.
Properly deployed, it can become the basis of the overall organisational strategy and provide businesses with a strong return on investment.
Features of the survey include:
- Focus Groups – Asking The People Who Count
The methodology requires a number of focus groups involving the company’s leaders and a representative sample from the workforce. The expert focus group is used to develop a draft survey that matches the issues and terminologies particular to the company and identifies potentially important demographic factors that need to be taken into account. Focus groups within the workforce enable the survey to capture the respondent’s concept of a ‘perfect’ workplace culture, so that the gap between the current and ideal cultures can be measured. A final focus group is conducted to check that the survey statements are unambiguous. Importantly, the workforce focus groups ensure that the requirement to consult with the workforce in relation to workplace interventions is met, this also builds ‘ownership’ of the results.
- Ongoing Dialogue With The Workforce About Culture
The process for designing and implementing the survey means that an ongoing dialogue is developed about workplace issues, thereby maintaining an ever-present awareness of the importance of organisational culture in the way things are being done.
- Actionable Results
The survey provides management with the ability to design and implement specific and practical actions in response to the report. Because each issue is ranked in importance, management can prioritise improvements and because of the regular survey process, we are able to confirm the effectiveness of those improvements in subsequent surveys.
- Statistical Validity
The survey is based on sound statistical design principles and its results are analysed using a statistically sound methodology. Simply assembling and posing a series of questions and collating the answers does not give management any certainty that the survey is covering all the important factors affecting people’s perception of the organisation’s culture.
Want to use our culture survey in your organisation? Ready to know where your organisational culture stands?
Contact [email protected]