Organizational Culture Surveys

Written by Michael Federico
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Organizational culture surveys offer a company a quick way to get a highly detailed look at the overall makeup and attitude of its employees. Once administered, organizational culture surveys should be followed up at least once a year. This will help companies adjust to staff changes that may alter the overall dynamic, as well as highlight any residual effects from the ever-changing trends in business.

There are several steps for issuing comprehensive organizational culture surveys. Some firms that develop these programs have databases of over 1,400 questions that can be posed to people at all levels in a company. Most questions are designed to make a person take a look at her own personality. There may be a question that asks whether a person is determined to stick to things he believes in, or if he frequently changes the way he feels. After the survey is given, the results must be compiled and interpreted. Your consulting firm will be able to help you interpret your results and plan for the future.

Using Organizational Culture Surveys to Increase Efficiency

Organizational culture surveys can be used to identify any trends in behavior throughout a group. If a group is made up of several people who all demonstrate dominant behavioral characteristics, there may be a breakdown in communication. Also, if there is a lack of steady and reliable team members, organizational duties may be falling by the wayside. Using this information, a company can determine if it needs to hire additional people, or if it simply needs to sit down with the group it has and help them focus on overcoming weaknesses.

There is another aspect of organizational culture surveys that can be beneficial to a corporation. It gets employees directly involved in the growth process. If people feel that their opinions and ideas are actually being listened to and appreciated, they are far more likely to be engaged in their work. Also, a person may not realize that he is not listening or that he isn't as goal-oriented as he should be. Once he is made aware, he is likely to concentrate on altering those shortcomings.


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