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How can you measure the ROI of a workplace culture assessment tool?

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Workplace culture assessment tools are designed to help you understand and improve the values, beliefs, and behaviors that shape your organization. They can help you identify strengths, gaps, opportunities, and risks, as well as align your culture with your strategy and goals. But how can you measure the return on investment (ROI) of using such tools? Here are some steps to help you evaluate the impact and value of your workplace culture assessment.

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Tushar Mishra

Human Resource Business Partner ||Driving HR strategies for business growth

1 Define your objectives

Before you use a workplace culture assessment tool, you need to have a clear idea of what you want to achieve and how you will measure it. Do you want to improve employee engagement, retention, performance, or satisfaction? Do you want to enhance collaboration, innovation, diversity, or inclusion? Do you want to reduce turnover, absenteeism, conflict, or errors? Whatever your objectives are, make sure they are SMART: specific, measurable, achievable, relevant, and time-bound.

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Tushar Mishra

Human Resource Business Partner ||Driving HR strategies for business growth
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Define Objective: How? 1) List down all the cultural issues (use employee feedback data and issues raised under employee dissatisfaction, attrition, disciplinary complaints, performance discussion, conflict etc) 2) Bucket the issue under a certain set and link it with the impacted values of the organisation. 3) Convert point 2 into a required behavioural values 4) Choose the top three most important behavioural values impacting culture Tools to use- Fishbone Analysis for correctly defining the problem and gauging cause and effect Use the Pareto Principle (80/20) to identify Use a SMART way to define the same.

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2 Choose a suitable tool

There are many types of workplace culture assessment tools available, ranging from surveys and interviews to observations and audits. Some are more comprehensive, detailed, and customized than others. Some are more qualitative, quantitative, or mixed. Some are more focused on the current state, the desired state, or the gap analysis. You need to choose a tool that matches your objectives, budget, resources, and timeframe. You also need to consider the reliability, validity, and usability of the tool, as well as the support and guidance you will receive from the provider.

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Tushar Mishra

Human Resource Business Partner ||Driving HR strategies for business growth
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While culture assessment tool help to define issues with culture, it is also imperative and important to measure the business. Tool: HR Scorecard: A tool developed to create culture-level impact by merging the behaviours with productivity 1) Define 3-4 culture changes value - Define target productivity required. 2) Use a weighted average model by providing weight to individual behavioural values and productivity 3) Define probing questions under every head to collect data. 4) Collect information via 360 Feedback (Team), 1:1 interaction and performance on the ground 5) Collate and Analyse data, and create an action matrix under an individual development program

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3 Collect and analyze data

Once you have selected a tool, you need to collect and analyze the data from your workplace culture assessment. Depending on the tool, you may need to involve different stakeholders, such as employees, managers, customers, or partners. You may also need to use different methods, such as online platforms, paper forms, or face-to-face sessions. You need to ensure that the data collection process is ethical, confidential, and transparent. You also need to use appropriate techniques and tools to analyze the data and generate insights and recommendations.

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Tushar Mishra

Human Resource Business Partner ||Driving HR strategies for business growth
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1) Collect the data as per the sources defined and plot the same on the assessment framework 2) Perform a stack ranking and create a development program 3) Individual Improvement program can be used to define improvement at the individual level or team level 4) Mandate specific learning hours monthly, linked with every attribute of values. Include the same in IDP 5) Monitor improvement by Feedback, Productivity Improvement, and comparison with previous score cards. 6) Measure the Gap and define next action plan

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4 Implement and monitor actions

After you have completed the data collection and analysis, you need to implement and monitor the actions that will help you improve your workplace culture. You may need to prioritize, plan, and communicate the actions, as well as assign roles and responsibilities. You may also need to provide training, coaching, or mentoring to support the change process. You need to monitor the progress and outcomes of the actions, as well as the feedback and reactions of the stakeholders. You also need to adjust and adapt the actions as needed, based on the results and feedback.

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Tushar Mishra

Human Resource Business Partner ||Driving HR strategies for business growth
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Before Implement:- 1) Run a small batch of pilots and measure the effectiveness 2) Walk through the final plan with Stake holders and HR Head 3) Add/Implement suggestion if any, also share the impact study in meeting 4) Prepare 2 deck : Communication Deck to establish the communication and cascade about the program Training Deck - Define Step by Step process Q&A Session - to adress any doubt post training Post Implemenent: 1) Measure the effectiveness using SMART method 2) Make a stack ranking basis model, create a percentile system 3) Create a regular feedback session to cascade culture score and areas of improvement 4) Use pervious scorecard to mesure effecttivenees 5) Also NPS can be run to attain live employee score.

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5 Calculate and communicate ROI

Finally, you need to calculate and communicate the ROI of your workplace culture assessment tool. You need to compare the costs and benefits of using the tool, as well as the baseline and target metrics of your objectives. You may need to use formulas, ratios, or percentages to quantify the ROI, as well as case studies, testimonials, or stories to illustrate the ROI. You need to communicate the ROI to the relevant stakeholders, such as senior leaders, investors, or employees. You also need to celebrate the successes and acknowledge the challenges of using the tool.

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Tushar Mishra

Human Resource Business Partner ||Driving HR strategies for business growth
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Perform the above to calculate the effectiveness Important Point: Figure out how to infuse various other HR function in the assesment model. As the core of culture improvement depends on adaptation which can be developed through effective Learning and Development Programs Also the culture impact can be added as one of the performance matrix in year end assesment aling with the regular KRA

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you measure the ROI of a workplace culture assessment tool?

1

2

3

4

5

6

1 Define your objectives

2 Choose a suitable tool

3 Collect and analyze data

4 Implement and monitor actions

5 Calculate and communicate ROI

6 Here’s what else to consider

Employee Relations

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感谢您的反馈

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How can you measure the ROI of a workplace culture assessment tool?

1

2

3

4

5

6

1 Define your objectives

2 Choose a suitable tool

3 Collect and analyze data

4 Implement and monitor actions

5 Calculate and communicate ROI

6 Here’s what else to consider

Employee Relations

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感谢您的反馈

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