Organizational culture is often referred to as the glue that keeps an organization together, and it’s more about how things get done, rather than what gets done.  At its core, culture is a measure of organizational health.  Unlike an engagement survey which focuses on what an individual experiences (‘I am treated fairly’), the culture survey focuses on individual perceptions of the entire organization (‘we are treated fairly’).  The goal is to analyze both the implicit and explicit beliefs and attitudes held by an organization and fostered by those associated with it.

When measuring culture, it’s important to understand both what is important to your employees and how well you are performing on those items.

The assessment measures 41 items across 13 dimensions of culture that include:

  1. Engagement & Commitment – Do employees feel motivated? Do they like their work and climate?
  2. Wellbeing – Do employees have work-life balance and feel relatively free from undue stress?
  3. Capacity – Can employees manage their workload and get help when needed?
  4. Retention – Are there factors at work that help retain employees, like meaningful work and growth potential?
  5. Mission and Values – Are the mission and values of the organization clear and do the employees feel aligned with them?
  6. Belonging – Do the employees feel they belong? Can they be themselves and have good relationships?
  7. Recognition – Are employees recognized for their contributions – by each other and management?
  8. Operational Efficiency – Is work performed efficiently and does it integrate with other functions?
  9. Autonomy – Employees believe they have the tools to do their work and freedom and trust to do it without interference.
  10. Communication – There is effective communication within and between all levels in the organization.
  11. Diversity, Equity and Inclusion – The workplace values diversity and treats employees fairly and with respect.
  12. Opportunity – We have the chance to share ideas and show our talent and to advance in the organization.
  13. Trust and Safety – Employees feel safe to share their mind, and trust and responsibility are part of the organization.

Using driver analysis, organizations learn what measures are important to their employees and how well they are performing against those measures.

The Organizational Culture Gauge includes a mix of quantitative and qualitative questions and a comprehensive view of the factors affecting an employee’s perceptions of these dimensions in the organization.  It includes an analysis that uncovers which factors indicate a positive culture, as well as which your organization is performing well and which it is not.

The assessment takes approximately 6-8 minutes to complete.  Two demographic data cuts are included in the base cost of the assessment.

Company culture is the backbone of any successful organization.

Gary Vaynerchuk

Corporate culture matters. How management chooses to treat its people impacts everything for better or for worse.

Simon Sinek

Company culture is the continuous pursuit of building the best, most talented, and the happiest team we possibly can.

Andrew Wilkinson

Create the kind of workplace and company culture that will attract great talent. If you hire brilliant people, they will make work feel more like play.

Richard Branson

Contact Us About Our Organizational Culture Gauge