Measuring corporate company culture.

Something to think about

Culture includes how the daily tasks are done, but mainly how people feel about the organization. This is reflected in its goals and values, as well as the social and psychological environment that employees, managers, and clients share. This is all part of what we think of when we talk about "culture."


People who work for a positive company culture are happier, more engaged, more loyal, and healthier. UK businesses lose £21.2 billion each year because of employees who aren't engaged, stressed, distracted, or unhappy at work. Research shows that happier employees work 12 percent harder. There is a strong case for investing in a positive work environment.


Metrics are a good way to figure out how well any efforts to improve the culture of a business are working, just like other parts of a business, like sales, marketing, and hiring. Because it's hard to put something like this into neat boundaries and figure out how to make it into something that can be used. In this article, we give you some ideas about how you can measure the culture of your company. We also show you how new technology is making it easier for businesses to get these insights right away.


How can the culture of a company be measured?


If this is your first time doing a company culture "health check," you might not know which metrics to focus on first. Here are a few things to keep in mind when you start:


Communication


In a healthy relationship, good communication is the heart of its health. As an employee, you should be able to say what you think. You should also be able to say it clearly to your coworkers. Everybody in the company should be able to communicate with each other freely and easily, across all of the departments and teams.


Communication can be hard to measure, but third-party employee experience analytics system like ELEFense (and, to a lesser extent, surveys) are a good way to get a more candid, honest answer.

Leaders need to make sense of their raw data to figure out how employees in general feel about their jobs. People then need to use this conclusion to come up with actionable ideas that work with their company's overall strategy. In order to do this, you can use sentiment analysis.


The method of measuring and quantifying employees' feelings about their jobs is called "sentiment analysis." It can be used to get real-time information about how teams are doing without having to clean and analyze a lot of data. This is based on Natural Language Processing (NLP) tools that look at how people speak in surveys and other text-based communication.


Diversity and Variety


When we say diversity, we do not mean demographic or cultural diversity. You need to look at how people think and how they think about the world. When there is more diversity, people can be more agile, adaptable, and creative. In addition, it shows that the person is willing to put their own skills and experience ahead of the company's hiring biases.

As a way to measure diversity, it is common for organizations to track the number of people who get promoted and stay at different levels of the company. They also use exit interviews and ask for employee feedback in performance reviews.


Environment and Atmosphere


This means meeting the basic needs of people in your company so that they can focus on productive, high-quality work instead of being distracted by other things. Work places are always trying to figure out how to better recognize and meet the needs of their employees. Environmental factors can be very different for each organization or work space. These factors can include ergonomic workstations, healthy and easy to get food, and a design that is welcoming.

Environmental performance can be measured by looking at employee turnover and retention rates, absenteeism, productivity levels, and employee engagement, among other things. No matter how high up in the company an employee is, he or she should be interviewed when they leave. This way, you can find out why they're leaving and if the company's culture played a role.


Agility


Key to a strong organizational culture is the ability to adapt quickly, confidently, and effectively. This helps people to deal with and thrive in a time of chaos. As the environment changes, employees should be able to adapt to the new situation, knowing that leadership is there to help them.

As a way of measuring this, you should shift your focus away from output and instead look at how comfortable teams are with adapting to changes, the results of training programs and the processes for introducing new technologies and operational processes. You can also use third-party employee analytics apps like ELEFense to track this consistency and commitment at every level of the organization.


Honesty and openness


Any change in the culture of an organization must start with a clear, coherent commitment to stand up for these beliefs and values. Too often, changes in the culture of an organization feel like "lip service," not real change.

It is important to measure accountability and transparency in order to see how organization culture is working. This can include tracking data about social corporate responsibility commitments, looking at interpersonal relationships and employee behavior, and so on. A way to do this is to use tools like employee culture analytics and hold reviews for each of your employees like ELEFense.


The tools of the future:


There are a lot of things to think about when it comes to measuring an organization's culture. People are very complex. The skills, experiences, and values of each person in an organization are unique, and so they will all be different when they interact with the way an organization is run. When something stands in the way of someone's progress, it can help someone else.


It can be hard to figure out how to measure the culture of a company, not to mention how many different factors and metrics there are. As an example, it often means gathering a lot of data that needs to be collected and crunched in the hope that it will give some kind of actionable information.


AI and machine learning have made it possible to get more data from more sources and use it more accurately than ever before.

ELEFense is A.I. driven tech that analyses company activity & builds a unified dashboard to understand corporate culture, sentiment, and key words in order to assess cultural health and trends. Thus: Improving service levels, reduce costs, deepen customer loyalty, prevent risk of abuse and more. It is a system that alerts to risk in order to simultaneously protect employee & company.

The system can alert management of negative, or risky events or trends and provide an indication of company overall health. The system is in line with legal practices such as GDPR and users can adjust tolerance levels by the customer & country law.