measuring workplace culture: webinar recap
Companies want to create workplace cultures that retain, engage, and attract employees, and they want to see the results of their efforts. But they also struggle with defining their culture and measuring it. Companies often default to only using the metrics they can easily track: usage and satisfaction of company benefits and perks, retention, employee engagement, etc. But are these really metrics of company culture? How do you measure the true influences on your culture? Alex Lovell, Manager of Research and Measurement at the O.C. Tanner Institute, joined us for this month’s webinar to share best practices in measuring the effectiveness of a company culture.
It can be difficult to measure something that seems so intangible, but you can’t improve something that you can’t measure. Alex asks listeners, how then do you shape and then improve an organizational culture? The O.C. Tanner Institute has been asking the same question for over a year. When first looking into measuring an organization’s culture, they found six powerful and attractive predictors of a great company culture, they call them Talent Magnets: purpose, opportunity, success, appreciation, wellbeing, and leadership.
So when beginning to measure your company culture, the Institute found that companies that do well in these six aspects retain, engage, and attract top talent. These are the things that are creating interactions throughout your organization. Based off of the Talent Magnets, Alex continues with the two types of data that help to measure your culture more in depth:
Quantitative data: the powerful approach to understanding where your teams score. First is the most known, an employee population surveys. But company’s can also gather HRIS/HRMS information, look at your recognition solutions, and, most importantly, create in-depth questions for your surveys.
Qualitative data: adds rich nuance to these statistics. Create open-ended survey comments, organize an employee focus group, or schedule in-depth interviews. Talk to your interesting population areas, teams, job roles, etc.
Alex adds that you need to understand who to talk to when using these methods of data. Talk to the interesting areas of your company, like underperforming teams and groups as well as employees and teams that scored high. He also encourages you to seek participation from different types of employees. Gender, race, job role, functional area, all have major parts to play when measuring your culture.
To help you find these critical pieces of information within companies, Alex shares the latest product from the O.C. Tanner Institute that was created to help companies assess workplace culture using those six Talent Magnets, The Culture Assessment Tool. Take the opportunity to start make a difference in your company’s culture and measure where you are and where you know you can be.
Discover more about the O.C. Tanner Institute research on Talent Magnets and listen to the full webinar recording here to learn more about the The Culture Assessment ToolÔ to begin your journey towards a powerful company culture.