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How Can you Measure Your Workplace Culture and Why is it Important?

Workplace culture is not an easy thing to measure. In fact it’s not even a thing at all. What it is when you get down to it, is a collection of assumptions, feelings and behaviours that impact on team work, innovation, productivity and service provision. This impact can be positive and negative depending on the cultural climate and it is this, which makes it important. Also, if you don’t know what you have, it is difficult to articulate and begin to move towards what you want and this can get in the way of your goals.

Below are 3 main areas to consider when thinking about workplace culture. It is not however, an exact science. A does not always equal B and it is important to say at this point that none of the points below, by themselves, can give you accurate information about your workplace or company / business culture. It’s not possible to say for example that because no one can say what our values are, sick leave is high and we never talk about continuous improvement that we have a problem with our workplace culture. Rather, a broad look across the points that resonate with you from each of the three areas will give you a good idea of where you are. And that is a good place to begin to move towards a workplace culture that better serves your company, business or department.

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Communication

Ask yourself…

  • Do you have a shared vision and purpose that people can talk about?
  • Do people know what your values are and do they keep each other accountable for them? Organisation, business, department and team values
  • Do you have agreed ways of working with each other across contexts
  • How many meetings do you have about continuous improvement and who attends them
  • Staff appraisals: percentage done, effectiveness, how do staff feel about them?
  • The way we do it around here is…

Service Focused Information

  • Number of staff who know company values
  • Number of service benchmarks
  • Continuous improvement program or practices in place
  • Range of data collection methods used for service evaluation (e.g. surveys, focus groups, customer or client stories, observations of service delivery)
  • Service Evaluation results and individuals, teams and business response to them
  • Improvements to service delivery are based on evidence
  • Staff are willing to embrace or at least accept and work with change
  • Number of staff accessing education related to service delivery

Workforce Data

  • Staff engagement survey
  • Rate of absenteeism
  • Rate of staff turnover
  • Staff retention
  • Sick leave
  • Stress leave
  • Workers compensation hours
  • Vacancy rates
  • Skill mix
  • Safety related incidents and near misses

Thanks again for reading my blog – I thought you might find this useful – let me know! And I would love to receive suggestions for posts. Let me know.

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