Assessing Organizational Culture
Assessing Organizational Culture
In this post we will look at assessing organizational culture to understand the importance of staying relevant in todays environment compared to previous years.
The following methods can be implemented for an organization to assess the culture.
eNPS
Employee Net Promoter Score® surveys allow workers to rate their likelihood of recommending their employer as a place to work on a scale of 0 to 10. The formula used to get an organization's eNPS score takes into account the number of "promoters" (those who score 9 or 10) and "detractors" (those who score 0-6).
Employee Net Promoter Score may also be subject to cultural differences, and the scores may vary in different regions or countries, with employees less likely to give a high score. eNPS doesn’t always provide information subject to the context. Bhat A - QuestionPro (2022)
Employee Pulse Surveys
Employee pulse surveys are brief questionnaires designed to provide an instant evaluation of a particular event occurring within the company (e.g., a new initiative, policy change). Employees can swiftly and simply respond to questions because they are designed to be simple.
A comprehensive explanation can be viewed regarding the structure of a pulse survey by Saharia N M and Medhi B (2023) - Link below
Employee Engagement Surveys
Surveys of employee engagement monitor changes in engagement over time. Employee well-being and satisfaction are measured, and feedback on relationships with peers and managers as well as possibilities for professional growth are solicited from staff members. Organizational priorities and strategic planning are frequently influenced by insights.
Productivity Metrics
Typically, the operations and finance departments are in charge of monitoring a wide range of productivity indicators, such as absence rates, the use of PTO and sick time, realization reporting, and more. These indicators can be used by internal teams to gauge the productivity, effectiveness, and engagement of their workforce.
Retention and Recruitment Metrics
Metrics for recruiting and retention monitor the length of average tenure and the time it takes to fill a position. A potential sign of an issue with organizational culture could be a decline in the average tenure length or an increase in the time it takes to fill a position.
Reputation in the Marketplace Assessment
When current and former employees openly discuss their experiences working for your company, it can negatively impact the company's reputation in the marketplace. Employees can now more easily than ever share their employment experiences on employer review websites like Indeed and Glassdoor.
The above methods are further described in Zemke A (2022) article explained using a table.
References:
Zemke A (2022) - https://beehivepr.biz/elements-of-organizational-culture/
Bhat A (2022) - https://www.questionpro.com/blog/employee-net-promoter-score-enps/
Saharia N M and Medhi B (2023) - https://blog.vantagecircle.com/pulse-surveys/
Vlerick Business School (2022) - https://www.youtube.com/watch?v=BiliLy6BGm0
Taking a holistic approach to assessing organizational culture involves examining it from multiple angles, using both quantitative and qualitative methods. Combining insights from various sources such as eNPS, pulse surveys, engagement surveys, productivity metrics, retention and recruitment metrics, and marketplace reputation assessment can help organizations develop a nuanced understanding of their culture. This comprehensive understanding can then be used to identify areas of improvement and implement targeted interventions, ensuring that the organizational culture remains a dynamic and positive force in an ever-evolving business landscape.
ReplyDeleteWhile having the techniques like the above one is great, mostly as potential employees candidates we used our research too to assess organizational culture.
ReplyDeleteBut first of all we need to understand why we need to assess organizational culture. So we need to constantly evaluate culture because it is simply a values and morals of the organization that will influence the standard of an organization's customer service, as well as the satisfaction and retention of its people (CIPD, No Year).
Nobody wants to work in a toxic work culture.
Yes, we need to evaluate organizational cultures but we need to understand why we need to evaluate to.
Reference:
CIPD (No Year) 'Organization Culture, CIPD, No Date. Available at: https://www.cipd.org/uk/views-and-insights/cipd-viewpoint/organisational-culture/
(Accessed: 09 December 2023).
Yes employment engagement surveys are crucial. The anonymity in it will provide the company the ability to gather crucial data that would help them address employee concerns and thus encourage better engagement.
ReplyDeleteWhen analyzing culture, a values assessment is crucial because it drives companies to think about whether their actions are aligned with their objectives. The company must either reevaluate its values or launch company-wide initiatives to refined and consistently activate them if there is a mismatch between behavior and values. (https://beehivepr.biz/, 2022)
ReplyDeletehttps://beehivepr.biz/, 2022. How to Evaluate Organizational Culture in 4 Steps. [Online]
Available at: https://beehivepr.biz/how-to-evaluate-organizational-culture/
[Accessed 20 12 2023].