How to Utilize Culture Surveys for Cultural Change

by Apr 17, 2024

Surveys are a wonderful resource for measuring the success of culture change. Many clients approach us with the awareness of a cultural problem…but an inability to identify the cause. And that’s where we step in, often using survey scores as an identifier. 

Let’s take “Client A” for example. Client A knew their culture needed adjusting, but didn’t know where the issue stemmed from. We sent out a survey, gathered responses, and *drum roll* survey says…employee engagement was at the core of the problem!

But you may ask – once the issue is identified, how do we change it? The strategic plan we developed for this organization involved developing short-term goals that would increase employee engagement within 6 months. 

 

Utilizing Culture Surveys

Here are some of the objectives set, along with examples of how they were accomplished:

1 – Improve Internal Communication

We established a protocol for how supervisors would receive information from upper management, and then share that information across departments

2 – Reduce Burnout through Workload Distribution

We conducted a time study (requiring employees to fill out worklogs for one week) in order to determine productivity levels and workload balance

3 – Offer More Opportunities for Professional Development

A career mapping program was developed, which helped measure what percentage of employees were being promoted, and where opportunities could be created

4 – Establish Rewards & Recognition Program

Monthly 1:1’s were implemented, in order to facilitate transparency, positive feedback, and opportunities for improvement; this also allowed for an increase in employee recognition

5 – Help Employees Find Purpose Beyond Work

Opportunities were found for staff to volunteer in the community once a quarter, based on causes they expressed a personal connection with

6 – Provide Ways for Employees to Understand Other Functions Beyond their Own

We developed a program for employees to swap departments once per quarter, in order to learn more and create relationships across the organization

Our climate surveys are the key to determining what changes need to be implemented for each organization. While the above worked for “Client A,” every organization is unique, and the assessments allow us to create an effective strategic plan for each individual situation.

If you’re interested in conducting a survey to understand the climate of your organization, reach out to us today! We’d love to partner with you!

Many organizations ignore employee engagement because it feels elusive and expensive. Rather than getting caught up in the fear and doing nothing, download our eBook on employee engagement, and get started.

 

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

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