“Why is culture so important to a business? Here is a simple way to frame it. The stronger the culture, the less corporate process a company needs. When the culture is strong, you can trust everyone to do the right thing.”
— Brian Chesky, Co-founder and CEO, Airbnb
Culture is a loosely used word to describe just about everything unmeasurable about an organisation – particularly when it relates to its people. From aspiring new joiners to disgruntled outgoing employees, from legendary leaders to contract suppliers, from government agencies to the end consumers - everyone has something to say about an organisation’s ‘culture’. In most cases, facts and opinions are mostly indistinguishable and what the organisation continues to live with is a ‘perception’ of its culture.
Some organisations manage to build a perception close to their vision and make conscious efforts to uphold and enrich it in many ways – recruitment practices, marketing activities, leadership choices, and customer engagements. One such often overlooked but powerful tool to build, mould, and drive organisational culture is employee feedback.
You might already have some form of internal feedback-taking mechanism - most probably used for new joiners and during exit interviews. It’s the stages in the employee lifecycle between those two ends of the spectrum that hold the truth worth uncovering. Feedback received for active employees provides you valuable insights on the micro-level conduct of business, on the reach and success of employee initiatives, and most importantly, on factors affecting employee wellness.
In this guide, we will delve into the importance of employee feedback in developing the desired culture in your organisation and discuss 3 recommended frameworks for generating employee feedback.
Business Owners - aiming to lead your organisation into the brave new empowered world in the post-pandemic era, to complement their growth strategy.
HR Leaders - tasked with creating a workplace that attracts, engages and retains top talent.
HR Practitioners / Policy Implementers - implementing a cultural growth/transformation strategy, to provide practical step-by-step instructions on various aspects of the evolution.
Regardless of your objective, when you’re ready to take your employee engagement to the next level and listen more closely to your employees, we’re here to help you achieve those goals. Our expert team of subject matter experts at Superbeings and deep-learning-based analytical tools can help your organisation’s culture adapt to the world’s fast-changing work environments.
This guide covers 3 aspects of organisational culture development:
This guide begins with understanding the Definition of culture, the Constituents that make up an organisation’s culture, its significance to the organisation’s success, and factors that contribute to the development of organisational culture. It then continues to differentiate these perspectives based on the growth stage of the organisation.
Once you have acquired a clear understanding of the basic elements and the importance of culture, we delve into commonly accepted Measurable Metrics of culture. This will set up a foundation to understand and evaluate the recommended feedback frameworks.
The guide then moves into the core discussion of Feedback Mechanisms or Frameworks to generate feedback from employees. This last section provides detailed direction on each of the 3 Recommended Frameworks, implementation methodology, evaluation techniques, and key result areas.
In conclusion, we will also touch upon the new age concepts of organisational culture that are fast becoming a norm across work environments all over the world. To help you apply the concepts from this guide to your organisation, we have included the following additional resources at the end of each chapter:
Let’s begin by defining and understanding the topic of this guide in our next chapter