A workplace culture assessment is commonly used as a pulse check for the strength or resilience of a company’s culture or culture processes. It is necessary? What is the value of these assessments or check-ins? When, how and why should they be used? Here are six areas to assess when checking in or placing value on your workplace culture:
- INTENTIONS . . . of your culture
- MEASUREMENTS. . . inside your culture. What does success look like, feel like and sound like?
- PERFORMANCE AND PROCESSES. . . What and how does your culture yield a return?
- ACCOUNTABILITY AND ALIGNMENT. . . inside your culture, to your mission, vision, values and culture statements.
- COLLABORATIONS. . . team action, harmony, connections and formality.
- TACTICS. . . How is action taken; how are milestones set and met on time?
Five reasons why culture inquiries are important and create wins:
- Clarity around intentions gives direction to what you need to measure to stay on track.
- When you measure with clear intentions, your desire to map out clear and consistent processes becomes more than a task. Consist processes are designed with a purpose and guide decisions verses serving as a robotic checklist.
- Creating a culture of accountability becomes seamless when the vision is desired by all inside the organization. Accountability is no longer a dirty word, but one of inspiration and unity.
- Agility begins to happen organically verses being forced or mandated.
- Actions to achieve goals are more easily broken down into tangible, digestible milestones. Up-front agreements of how the teams work are set right up front without hesitation; they become the norm.
How you assess your workplace culture:
How the assessment or inquiry is completed depends on the make-up of your organization and the role outside experts play in the process. When using outside experts, you get a completely unbiased view of data. Data is collected from what is already tracked through your financial statements, applicant tracking systems, human resources information systems, and previous surveys or assessments, such as employee satisfaction and engagement studies. Other data points can be assessments from your company’s behavioral and cognitive tools, such as The Predictive Index System. Finally and importantly, data and information gathered and/or confirmed includes direct conversations conducted one-to-one or via focus groups.
What are 10 ways the culture assessment or inquiry can be used for?
The culture assessment or inquiry data Is used as a part of the workplace culture boundary-setting planning environment. Specifically, the information is used to prepare a go-forward strategy that fills in the opportunities, gaps and unique values proposition of the organization and those employed. This includes:
- Branding, marketing, creating or enhancing an internal and external image
- Creating or updating mission, vision, value and culture statements
- Assessing costs, savings, process improvement and enhanced agility
- Determining current and future behavioral fits and gaps of each team member
- Customizing communication cadences, training needs and coaching/mentoring needs
- Increasing employee satisfaction, engagement, retention and effectiveness
- Improving team dynamics; manifesting highly effective teams
- Addressing changing needs, organizationally, currently and for the future
- Enhancing growth and stability
- Improving ROI on everything
Put Into Action
When conducting a culture assessment or inquiry with the right system, method and processes, it will always yield plans that positively impact the four elements of business: strategy, execution, cash and people. Use the results to help you find your opportunities and threats, as well as strengthen your key assets. Moving forward, you will do so with clear intentions: first, know what to measure, how to measure and create collaborative moments with accountability throughout your team. Your assessment will lead to one vision and common goals, held by pillars and boundaries.