An organizational culture survey is a way to gather suggestions, ideas, or perceptions to improve a company and its leadership strategies, investments or general changes in the organization. These tools allow companies to understand how their employees perceive their values and identify areas that need improvement. Conducting an organizational culture survey is useful for companies that want to innovate and improve their practices, by gathering ideas and opinions from their employees.
A favorable work environment is important and should be sought and promoted. Corporate culture surveys are a valuable tool for companies that want to improve and modernize their practices and strategies through obtaining opinions and ideas from their employees.
Benefits of Organizational Culture Survey:
Conducting a culture survey in the organization has many advantages, here are some:
- Strengthens the work team.
Working as a team is crucial for success. Each member must understand their role and the importance of working together towards a common goal. Teamwork increases creativity and internal confidence, key factors in improving organizational culture.
- Improves overall growth of the organization.
Recognizing the importance of teamwork and individual work within the organization will reflect in the perception of customers. A positive work environment will attract people, whether they be employees, partners or customers, to feel comfortable in that space.
- Contributes to workplace culture.
Managers play a crucial role in ensuring a positive culture in the organization by being in constant contact with employees. If there are issues with the culture, they must act to resolve them. An organizational culture survey is a useful tool to identify and address internal issues. Conducting culture surveys is becoming more common and can improve the company’s productivity. It’s a valuable short-term goal to consider.
5 frequently asked questions for an organizational culture survey:
- The first question in an organizational culture survey refers to the likelihood of an employee recommending their family and friends to work at the company, and the reasoning behind this recommendation. For example, how often would you recommend your family and friends to work at this company and for what reason? If an employee enjoys their work and the work environment, they are likely to speak positively about the company and recommend others to work there. On the other hand, if an employee is not satisfied with their work, they are likely to speak negatively about the company. It’s important to pay attention to these negative opinions and work to resolve any issues.
- What would you change about the company if you could?
This question is useful because even those who are satisfied with the organization should seek some aspect to improve.
The desired answer is “Nothing, everything is fine.” But it’s unlikely to get this answer.
You will get various answers, but it’s important to focus on the most common and most important ones. Remember the Pareto rule: 80% of the results come from 20% of the causes.
- Do you believe you are treated with respect by your team and the organization?
A person’s workplace motivation not only depends on their connection with the company’s goals, but also how they are treated by their colleagues. If they don’t feel respected, they may be demotivated and seek opportunities elsewhere.
Investigate if there are any internal relationship problems in any department and resolve these problems immediately to improve the situation.
- Is the organizational culture reflected in the work environment?
It is important that the company’s culture and work environment are consistent. The way the company treats its employees and environment should reflect its mission, vision, and values. If the culture promotes environmental care but environmental regulations are not respected, this can cause disconnections. If there are many negative responses in the survey, it is necessary to investigate what is happening.
- Do you feel that your job helps achieve the company’s goals?
A sense of belonging and workplace recognition is important in a company to motivate employees and give them a purpose. You should make everyone feel like they are part of the organization, regardless of their position, and that their efforts contribute to the advancement of the company. If employees do not feel that their work has a significant impact, they are likely to become demotivated and leave their positions.
How to improve participation rate in an organizational culture survey?
To increase response rate in an organizational culture survey, you can try the following strategies:
- Make the survey anonymous and guarantee the confidentiality of responses.
- Emphasize the importance of participation in improving organizational culture.
- Offer incentives or rewards for completing the survey.
- Make the survey short and easy to complete.
- Clearly communicate the objective and expected outcomes of the survey.
- Offer multiple options to respond, such as online, in person, or through email.
- Follow up and provide feedback on how the survey results will be used.
It is necessary to keep organizational culture surveys brief and simple. Don’t send a 127-question long form to your employees. Conduct periodic surveys, either annually or semi-annually, to identify and address complaints in a more comfortable work environment. This will have a positive long-term impact.
In conclusion, it is crucial for a company to understand their employees’ opinions about their culture, whether positive or negative, and it is also essential to know what areas need improvement to create a healthy work environment. Organizational culture has an impact on the company’s success.
A company that values and seeks to improve its culture will have superior performance compared to one that does not pay attention to its work environment. Culture is a crucial aspect that contributes to performance and reflects the values and beliefs of the organization.
To achieve an effective and aligned culture with the company’s corporate values, it is important that employees’ thoughts and objectives are aligned with those of the organization. This requires a well-established process of recruitment, management, and retention of personnel.