How do you determine your company’s culture?

In an ideal world, your company’s culture stems and grows organically from day one. It’s a grassroots force that spreads from employee to employee, that continues to grow and evolve to support your business.

But often, companies grow rapidly and culture gets lost in the hurried pace of business. Culture takes time to resonate with people. If a company is opening offices and acquiring new partners, especially globally, it can be hard to unite employees under a common culture.

Companies need to evaluate their culture in order to connect with employees. Elements of cultures are undoubtedly growing amongst employees. Your company can really gain an advantage from uniting what is already out there. From a cohesive culture, employees can communicate easier and more effectively. It also helps to ground your business and lets employees understand both your company purpose and their personal purpose within your company.

Here are three steps from Tribe to help discover what makes your company culture tick.

1) Leadership Interviews

Start at the top, by sitting down with members of the leadership team to discuss where they would like their culture to be. Ask about their vision for the organization, as well as their mission and values. Get them to talk about their one-year or five-year goals for the business. You can’t develop a communications plan to align employees with the vision if you don’t understand what that vision looks like.

2) Employee Interviews or Focus Groups

This can be done one on one, either in person or by phone, or in group sessions, although like any focus group, one strong personality can dominate the discussion without a skilled moderator to foster more inclusion. For a representative sample, make sure you’re including employees of different business units, geography, seniority, gender, ethnicity and from functions that cover the gamut from sales to enterprise services to manufacturing or the frontline. This is a time consuming stage, but will provide some of the most critical insights for strategic development.

3) Employee Survey

Surveys allow you to quantify the themes and issues you’ve uncovered in the qualitative stages of Discovery and to gather more general cultural statistics about the employee population. The most useful surveys are structured in ways that allow for a close look at the cultural differences between business units and other silos, geography and demographics. An effective cadence for a comprehensive survey is once or twice a year. Including a number of open-ended questions helps ferret out the intention behind the responses. But keep in mind that it’s important to build in an appropriate level of anonymity so that employees feel safe in answering openly. For a couple of reasons, employee surveys should be fielded regularly. First, these are important tools that measure changes or improvements and allow leaders to understand what’s going on inside the company. Second, if surveys only occur in the midst of major change, lots of angst and negative energy can become associated with an otherwise helpful tool.

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