Everyone talks about organizational culture, but not many do something substantial about it. Everyone loves culture but how many love metrics? Business leaders for quite some time now are finding it difficult to put their finger on organizational culture metrics. Culture has long been regarded as a soft topic of conversation.
Many organizations consider it intangible, subjective and difficult to measure. But with the right culture assessment tool, measuring culture can be a cakewalk- yes it can be that simple! Businesses need to believe that you can align culture with business success.
In simple words, workplace culture is a set of behavior that determines the pattern of how things get done in an organization. While deciding organizational culture metrics it is important you know your own culture. I have said this repeatedly, culture cannot be duplicated, it is unique to each organization.
However, you can always go back and refer to what most successful companies do differently to achieve business success. While each organization might have different ingredients to create a perfect recipe for success, culture as an attribute remains common. Using the following organizational culture metrics will help business leaders understand what they need to do differently for organizational success.
Top 8 organizational culture metrics
- Effective communication
Organizations that facilitate open and free communication tend to do better than their competitors. Employees are able to put their thoughts and ideas to the organization’s leadership and also within the team and with other employees in the organization. As leadership, you need to assess if the channels of communication in your organization are effective enough and is helping your employees and everyone else in the organization understand information with clarity.
- Be innovative in your approach
For any business innovation is the key, you can’t keep doing the same things in the same manner year after year and expect a miracle. Innovation is closely related to communication because it all boils down to the fact if your employees have the ability to move ideas through, how much is your organization willing to accept and adapt to those changes? While using innovation as an organizational culture metrics remember that it comes in many forms.
- Quick to change
If you are quick to adapt and change, you are bound to stay longer in the market. There are organizations that feel they are adapting well to the changes (both internally and externally) however that might not be the case. It is the employees who are your best report cards. They are the ones who feel the effects of whatever is slipping through the cracks. Therefore keep tabs on your organization’s agility and take regular feedback from your employees.
- Job climate
Job climate encompasses the overall organizational health- mental and physical. This not only leads to a more engaged and satisfied workforce but also a more productive one. If your employees are happy and more productive, it means there will be less attrition and better retention. This is one of the biggest USPs for an organization. This means a better employee Net Promoter Score.
- Encourage collaboration
Imagine an organization where every individual work alone, difficult to imagine isn’t it? This is exactly what you would not want happening in your organization. For example, your sales team might have the best rapport within the team, but if they don’t collaborate with the other departments your organization is bound to struggle. To fully measure this attribute encourage collaboration not only within the team but also between the teams.
- Make your managers mentors
Provide the support that employees need to perform better at work, your managers need to be the mentors and not just bosses. If you empower your managers to empower the employees there will be a better connection between them and the team. And collaboration hurt no one, ever. By enabling this attribute you will be able to dig deeper into what’s trending within the organization.
- Focus on performance
As an organization, it is your responsibility that your employees know their role within the organization. Once they know that well, the only thing that remains is focusing on performance. Recognize your employees, celebrate their achievement and reward them when they perform exceptionally. Let your employees know you appreciate their hard work and dedication.
- Mission, value, and goals
Having a mission statement is not enough, you need to be true to it too! Not only the leadership of the organization but also your employees should know what’s driving the core of the organization, what are the values they need to inculcate as employees and what is the collective goal the organization needs to reach with the help of the employees. Don’t let this metric fall apart.
Finally culture and metric can be in a committed relationship. The unique ways in which an organization approaches these metrics speaks volume about their character and strength. Last but not least, there is always a scope of improvement. If you don’t improve, you don’t evolve and where there is no evolution there is no survival.
Workforce helps companies evaluate their employee processes, staff productivity, and work culture. Sign up, start measuring, analyzing data, and bringing about positive changes.