Organizational Culture Assessment: Strategies for Culture Surveys and Cultural Competency
Organizational culture assessment done properly, engages leaders and employees in a performance-improving dialogue.
Grow. Shape. Build. Change. Which best describes your organizational culture intent this year?
Wherever you are, today I am going to share 3 of the best ways to ensure your corporate culture efforts pay off this year.
- Creates sticky habits that line up with the modern workplace.
- Improves your retention of great people.
- Helps you ease the chaos from a growth or merger.
Hi I’m Lisa Jackson, Principal, Founder of Corporate Culture Pros.
My mission is to help leaders demystify culture and build it as a profit center for their business … one that unleashes high-performing teamwork and sustainable growth.
Today, I’d like to share with you, 3 essential elements of creating a great platform for Culture Growing, Shaping, Building, or Changing:
1) Organizational Culture Assessment. Do you have a solid method to measure and track culture performance in your business?
Because, what gets measured, changes.
Measuring culture is NOT the same as measuring employee engagement.
Engagement is a measure of individual attitudes AND perceptions. Improving engagement measures is more predictive of INDIVIDUAL performance.
Culture is a measure of how people perceive and feel about the company, including leaders’ attitudes, their relationship to the company & ability to get work done, vision, strategy, change. Improving culture measures drives COMPANY performance.
Bottom line, selecting and properly implementing a culture survey process and tool is essential for ongoing executive buy-in to the work of company culture.
You need to base your efforts on real-time, continuous feedback. The more specific, the better.
2) Define a Target Audience for Organizational Culture Assessment.
Whether you are seeking Culture Building or Culture Change, you must narrow your focus and address one piece at a time.
Spray and pray approaches to culture change or culture improvement rarely stick because they grow too complex and too scattered.
Think of this like a habit-change in your own life: When you try to make sweeping, big changes … they often fail. When you focus on making one simpler change that is the right size for your lifestyle, it tends to stick better.
When you’ve done a good job in the organizational culture assessment, it will naturally pinpoint the areas of the business where culture is not taking hold as well (eg, higher retention, executive team, first-line supervisors, better collaboration between Engineers and Sales).
Focus on a SPECIFIC and clear target audience and key in on their specific pain points. Then, engage them to solve it as a community. This will create faster, more visible results, which will help your executive team continue to support culture work.
3) Walk before Talk – Implementing the Cultural Assessment results.
Identify ONE visible pain or pressure point your target audience is frustrated by or wants to see change.
Change it! (visibly). Then, talk about the change.
This might be one aspect of your people systems (performance reviews, promotion, and hiring strategy, on-boarding)
It might be about Vision and Strategy: Getting people to really connect to the meaning of your uniqueness as a company.
Maybe it’s about a new leadership training program.
Whatever it is, it should reflect two things:
- The values of your CEO or President – something real, and tangible and he or she is passionate about;
- Feedback from your most important “target audience” for this work.
Today’s up-and-coming leaders are motivated by meaningful work more than anything else –thus working on culture in ANY way, creates a stronger organization and higher performance when you show you’re really serious and stick with it.
Culture work is about conversation more than flash; consistency more than cool perks.
Showing people you really care and making small, steady steps is more likely to stick than any expensive, big initiatives.
Raise the Culture IQ on your team, and connect them to the mission, to your definition of winning, to the need for embracing change.
If you are ready to get to work, check out our Culture Assessment Toolkit providing proven tips and tools on building your rock-star culture!
Cheers to your culture-building efforts … and to small changes in your organizational culture that help you attract and retain the best talent.