Barometer to Measure a Company’s Culture

A company’s #culture is shaped by and therefore, measured by several key factors and is much more than simply the environment within the #office; #leadership style, mission and values, interpersonal #relationships, and communication style all play a critical role in the culture of #businesses around the world. Many workers and applicants put the #company's culture and well-being ahead of money and perks, according to Harvard #Business Review. Of course, to attract and keep high-quality workers, a firm must foster a #positive culture.

A strong culture will have a significant impact on engaged, empowered, and satisfied employees. However, how can the management evaluate the success of its culture?

Let’s look at 4 key areas that will provide a barometric measure of a company’s culture.

Leadership

Is the leadership style and mentality such that change is not possible? Are decisions made painfully and with resistance? If the leadership of the organization tends to be hesitant, stiff, and even oppositional to change, then the corporate culture may very well be impervious to change as well.?

Corporate culture has a trickle-down effect from the top. Although it is invisible and typically undetected, culture sets the tone for employee satisfaction, productivity, and transformation when necessary. If top executives and managers are stuck in the mindset of “don’t fix what is not broken” or that change is not necessary, this may, in fact, be the perfect time to make a change. Leadership should be fluid, agile, and open to suggestions, recommendations, and change. What does the leadership style “say” about the culture of your company?

Onboarding Process

The onboarding process revolves around attracting and employing good people. To ensure that the company is recruiting potential employees who are dedicated, capable, and innovative, the onboarding process should be reflective of the company’s culture. Several things to look at when evaluating the process include the organization of the process itself, the engagement with employees and candidates, and the opportunities for personal and professional development. For example, if a hiring manager is late to meet with a candidate, this may set the tone that the culture is unorganized, slow, or unconcerned about employee engagement and productivity. What does a candidate “see” when they interview with the company?

The training and educational process is another key area when evaluating the onboarding process. How quickly and efficiently can a new hire be trained in their new role? Is the process engaging or dull and boring? Does the company have a mentorship program that pairs seasoned employees to provide them with the resources and tools required? Each of these factors will display a company’s culture and willingness to be innovative, efficient, and productive.

Interpersonal and Team Relationships

Communication among employees both within teams and across the organization is critical for the success of the company and is a defining factor in the culture of the company. It can either build up the organization, creating an environment for success, or conversely, develop the perfect scenario for failure. Employees and teams must have respect for one another, value others’ opinions, function cohesively, and communicate openly. How do employees and teams interact in your organization? Is there constant infighting and disagreement? Are teams resistant to work with one another??

Employee Engagement

Employee engagement and their level of fulfillment at work is a key indicator of a company’s culture. Evaluate where salary, benefits, flexibility, and other incentives compare to other organizations within the industry as well as what the employees’ opinion of the program is. However, employee engagement does not solely revolve around the benefits package of each employee. It also involves the level of employee involvement and responsibility. When employees believe that their role is important to the company’s success, they are more apt to be loyal, productive, and exude positivity towards the company and its culture. How engaged do the current employees feel? Are they excited and dedicated to the success of the company??

A company's culture has an impact on all aspects of its operations, from recruiting and retaining employees to efficiency and productivity. To ensure success, leaders must check the pulse of their culture on a regular basis and make changes as needed to ensure that it is healthy. The company's health, well-being, and future success will be determined by the cultural "health" of the business. Even if the corporate culture isn't as great as it could be, with the right leadership and direction, it can quickly improve and become more positive, engaging, and productive.

Case Study:

Glassdoor , one of the world’s largest job and recruiting sites in the world, collected candid data in the form of reviews and employee insights to be used as a barometer for measuring corporate culture and organizational health. Upon analysis of 1.2 million reviews, Glassdoor in conjunction with MIT/Sloan Management Review, established the Culture 500 which is an interactive tool to compare the corporate culture of companies around the world. According to the study, there are nine cultural values that companies should focus on when measuring their own culture: agility, collaboration, customer, diversity, execution, innovation, integrity, performance, and respect.

Conclusion:

The culture of the company is shaped by different aspects of challenges and one of them is pressure. Leaders of the company should set a concrete resolution when this happens. With an open communication employees tend to engage more and be more responsible in every task that is given to them. And with this choosing the right employees would lead company's future success?

To know more about the company's culture, contact me for consultation.