3 Questions For Creating A Culture Assessment Guaranteed To Work
There is a lot of disruption occurring within companies today. The pandemic changed workers’ attitudes, many of whom are leaving their jobs or thinking about leaving.
Company culture is at the core of what is happening. It often determines whether or not a worker is happy in their job or engaged. But companies may not be aware of how their culture influences their workers or, indeed, have a clearly defined culture. If that is the case, here are some steps to help do a culture assessment.
1. Define your purpose.
First, you need to determine why you are doing your cultural assessment and your reasons for doing it. Are you just trying to get an overall sense of your company culture, or do you have specific reasons, specific issues you are trying to address?
For example, are you concerned about attracting new talent or about retaining the people you have, or problems with productivity?
2. What outcomes are you looking for?
In other words, what do you want to use the information you gain for, what do you want to do with it? What type of problem do you want to solve with it? What is the goal you are trying to achieve?
If the reason you are doing your assessment is to determine why you have a high turnover rate, for example, your goal would be to use the information to address that particular problem.
Or, if you are evaluating your workplace arrangements, your goal may be to use the information to determine whether more remote work opportunities or a hybrid work setup is better.
3. What information do you need and how will you collect it?
Once you have your purpose and goal established, you should have a pretty good idea of what kind of information you need to gather. If you are dealing with a turnover issue, gather information about what employees want from the company. You would want to learn about what they like about the company, what it provides, and what they don’t like about the company.
In talking with those who are leaving, you would want to get information about why they decided to go.
The key is to focus on areas you can do something about and not waste time on circumstances beyond your control.
The next step is to determine how you will collect the information.
For smaller companies, you may be able to get the information you need simply through discussions with individual employees. However, if you have a larger company, you may have to resort to surveys or more formal kinds of focus groups.
Suppose you believe that employees might be uncomfortable revealing their identities. In that case, you can collect the information through anonymous surveys or by hiring an outside company to conduct the information gathering for you.
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