Your people on the ground in your organization are the cogs in your machine. They are the ones working for you and supporting the results that keeps your business afloat. Working so your product or service gets out on the market quickly, and efficiently. Whether you are a fresh-faced start up, SME or Fortune 500 company, keeping those cogs well-oiled and happy is vital to your organization’s success.
Organizational culture is directly related to what your brand represents. Enterprise-wide organizations such as Twitter, Squarespace and the search engine giants themselves, Google are just some examples of the top organizations to work for in the US. All these organizations, which are excelling at creating positive Employee Culture. Twitter Employees can’t stop raving about the company’s culture, which involves perks such as Rooftop meetings, friendly, Yoga sessions and a thriving team-orientated culture, where users work together collaboratively.
Squarespace’s employees can look forward to a flat, open and creative culture where lines between management and employees are blurred. Just some of Google’s employee culture benefits boast free meals, gyms and even a dog-friendly environment.(The Truck Pit at one of Google’s four cafeterias in their East Coast headquarters)
Gaging the happiness of your employees can be challenging. Firstly, it depends a lot on your workforce being completely honest with you. You could construct your own questionnaire and send this out to employees through email channels or intranet portals. These surveys may be easy to create and tailor to your requirements, but they don’t always have the best return rate. Only 30-40% of employees are shown to complete internal surveys sent out through email communication.
Surveys can be time-consuming, your employees may be too time poor to complete one, some, may not be taking the survey seriously – and will click through to get to the end goal, without considering what responses they give. It can certainly make measuring survey results tricky!
The best way to achieve consistent measurements using an employee survey is to send out regular, short spurts of feedback. Aim for 3 or less questions at a time and focus on how the employee could be feeling at that point in the process or system they are looking at. Generally, the shorter the survey, the better the return rate. Don’t even be afraid of sending out one question at a time. This could be as simple as asking an employee if they are enjoying or not enjoying a process. “When designing your next employee survey, focus on the underlying issue: reducing the amount of time and effort required to process the results.” (Willis Towers Watson, 2013)
Some business leaders believe it’s impossible to measure the cultural health of an organization. “Culture has long been regarded as a “soft” topic — too intangible, subjective and elusive to measure and track. This has made it challenging to know how to align culture with business success.” (Besner, 2015)
The good news for business leaders, is that there are now reliable, cost effective ways to measure organizational culture. A growing trend among organizations is to use NPS scores to measure culture objectively and working objectively to improve based on employee feedback.
The NPS method can be altered and used to measure the company culture, as seen in the eyes of your employees. One example is: “On a scale of 1 to 10 how easy to use do you find our new cloud software.”
Have you seen ADOPT’s Feedback module? You can deliver on-demand in-application feedback to your workforce. Understand learning demand across your organization with feedback integrated into your user’s workflow. Use automation to schedule when feedback pop-ups appear. Ask questions following business processes or system changes and gain insights from the people that matter, your users.
The best way to improve employee engagement and cultural experiences in the workplace is by listening. People have suggestions, some will communicate these to your HR team directly. Others may ask for privacy or anonymity, which you should guarantee up front, whether through one of the surveys or before a face to face meeting. Pay close attention to employee needs and see how you can accommodate a more value-driven business, one that does not just worry about revenue. If your biggest product is profit, then you are likely not spending the time (and money) to lay the foundations for this kind of organizational culture change.
A healthy workplace culture doesn’t just benefit employees. It’s for management, too: Once you see the benefits of building a healthier organization, you’ll want to keep building your culture — for your employees, your investors and all your stakeholders — as you realize that culture doesn’t counter growth but acts as a multiplier.
Want to learn more about ADOPT and it’s Feedback module? Request your personalized demo of the platform below;
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