Many companies dream of being more like Google, Zappos, and Netflix…because “they’re cool.” However, workplace culture is not about being cool; and it’s not always about having happy employees. It’s not about free lunches/snacks/beer, secret santa gifts, bean bags or karaoke nights.
Those things are nice. But they’re simply artifacts. They aren’t necessarily what fuels success in your organization.

Less than five years ago, workplace culture was described in board games and innovative spaces. Thousands of articles were written about cool office spaces covering everything as nonessential as an open concept to a sleep pod in your cubicle. Talking about building a culture in Silicon Valley started to sound like a show on HGTV, talking design concepts instead of technical competencies.

The most engaged employees are an organization’s largest contributors. If you want engaged employees, you need to know what engages them. If you want to know what engages them, you need data…preferably lots of it. And if you need data, we think (admittedly, we’re biased) surveys are the best way to get it.
Everyone can put a survey together, but not everyone can execute a survey in the right way.

Data is divisive because it can tell so many variations on one story. It can tell the pros, the cons, the negatives, the positives. You can twist and manipulate data a million ways. Writing the story that goes with that data requires special expertise and focus. A number of organizations are sitting on the gold mine that is data.

We’ve been getting a lot of positive feedback from our customers on this feature and the proven, thoughtful, leading-edge models for measuring key milestones in the employee journey. So we made them even better.
Here’s what we learned along the way. Consistency is a real issue in measuring workforce analytics. It’s nearly impossible to get data across different divisions of a company, let alone across industries.