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!
The post How to Utilize Culture Surveys for Cultural Change appeared first on Civility Partners.
“We are committed to helping your organization meet its goals by partnering with you to develop and deliver systemic solutions to negative workplace behaviors. We will partner with you to build a positive and healthy work environment so your employees can thrive.
We don’t focus on the corrective actions involving eradication of problems and negativity, we focus on finding solutions that create a safe and civil workplace – and there’s a difference. Focusing on solutions creates preventative and sustainable change.
Negative and aggressive workplace behaviors are systemic. In order to effectively remove them, holistic and system-wide solutions that are tailored to your organization and focused on prevention, not correction, are required.”