Is there a process for assessing Company Culture?

The question was asked by an MD over dinner and discussed (at length) by the other MDs at the table – we referenced the good, the bad and the ugly experiences we’d had. It covered vision, mission, values and behaviours along with the cultural challenges within Multinationals, SMEs and the “Its-Just-Me” companies.

We all had opinions on what company culture is, just like you have yours …

“Organizational culture represents the collective values, beliefs and principles of organizational members and is a product of factors such as history, product, market, technology, strategy, type of employees, management style, and national culture; culture includes the organization’s vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits.” Wikipedia 2019

But the question wasn’t what is company culture?  IT WAS …

Is there a process for assessing company culture?

Now trust me when I say every Management Consultant I’ve ever met, has not only an answer to that question but a model to offer you as well. But thanks to the internet of things you can find your own model – that’s if you have the time, and then you have to find one that will work for you, gain the support of your colleagues and one you’ll be able to implement and interpret.

The ideal model is one that is workable, effective, relevant, provides employee feedback, allows for objective bench marking, is adaptable, credible, accurate and respected AND the one I always reference is The Sunday Times Best Companies to Work For – now in its 19th year!

It not only ticks all the boxes but provides a template to help you get started on assessing your own company culture.

  1. Leadership: How employees feel about the head of the company and its senior managers
  2. Wellbeing: How staff feel about the stress, pressure and the balance between their work and home duties
  3. Giving something back: How much companies are thought by their staff to put back into society generally and the local community
  4. Personal growth: To what extent staff feel they are stretched and challenged by their job
  5. My manager: How staff feel towards their immediate boss and day-to-day managers
  6. My company: Feelings about the company people work for as opposed to the people they work with
  7. My team: How staff feel about their immediate colleagues
  8. Fair deal: How happy the workforce is with their pay and benefits

It might even inspire you to enter your company!

Since 2013 I have been helping ambitious SMEs with their Strategic and Leadership challenges.

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Posted in Company Culture, Engagement, leadership, Values
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