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subject: Doing a Corporate Culture Survey by:Debra Lea Thorsen [print this page]

Most corporate culture surveys are not as effective as they could be.

This article will help you to optimize your success and use the results

to improve your corporate culture.

Start with Your Goals

When embarking upon a corporate culture survey project, you must

start with the end in mind. What is your purpose in doing a corporate

culture survey? Do you want to improve the corporate culture? If so,

why? What are the main challenges that your company is facing? Do you

have a good understanding of what corporate culture is? If not, I

encourage you to read Understanding Corporate Culture.

I recommend that you narrow down your goals to three major goals that

you would like to accomplish. Examples would include: 1) reduce employee

turnover; 2) improve product delivery time; and 3) increase

profitability. It is best to set quantitative goals. Even though you

cannot quantify your corporate culture, it is the container for all of

your results and has a direct and indirect impact on these results. By

setting quantitative goals, you will be able to measure the results of

your efforts by doing annual or bi-annual corporate culture surveys.

Be prepared to change your goals. While goal-setting up-front is

extremely important, you may learn some things about your company and

culture that lead you to re-prioritize your goals. This is fine. Be open

and flexible. Try not to forecast the outcome of the survey before you

get the results.

Designing a Good Corporate Culture Survey

Once you know what you are trying to accomplish in doing a survey,

you can design questions around your goals. But, be careful! Quantum

physics has demonstrated that the intentions of a scientist affect the

outcome of her experiment. That is why I recommend that you use a survey

that has been designed by an outside party. Her or she will not share

your biases and the results will be less biased.

Below are the sections that we have included in the Culture Builders

Corporate Culture Survey:

1. Company Mission

2. Leadership

3. Corporate Culture

4. Company Values

5. The Work Itself

6. Work Assignments

7. Work Fulfillment

8. Individual Career Development

9. Support, Training, and Coaching

10. Summary Questions

You see that the Culture Builders' survey covers a broad range of

areas. Corporate Culture is only one section. The reason for this is

that culture is the container for actions, decisions, and results. You

will be able to learn about your culture indirectly by querying the

other areas.

Sections 1-9 are quantitative questions and section 10 has open-ended

qualitative questions. The quantitative questions can be tracked by time

period, which is important. You will be able to recognize trends and be

proactive in avoiding a crisis. The qualitative questions will give you

lots of insights and useful anecdotes.

In designing the survey, it is essential to obtain personal

information from the survey participants that will help you to segment

the data. For example, tenure and department are essential pieces of

information. Position level may also be useful.

That said, it is critical to keep the survey confidential. People

will be more willing to complete the survey and provide honest answers

if they are confident that their answers cannot be traced back to them.

Use design and technology to keep the answers confidential.

Implementing the Corporate Culture Survey

Make it as easy as possible for people to complete the survey. Use

the technology that makes best sense for your company. I have helped

companies set up surveys on their intranets and on Lotus Notes.

Set it up so that someone can begin the survey and the partial

answers will be saved if they get interrupted. Make a tight timeframe

for people to do the survey - one week or two weeks if people travel

frequently. Send out 48 and 24 hour notices of the surveys deadline.

Getting Good Response to your Corporate Culture Survey

It is important to have the buy-in and support of the leadership team

in doing this survey. Spend the time necessary to educate them about

corporate culture and your goals for conducting a survey. The leadership

team will then advocate for the survey and increase the response rate.

How you present the survey to potential participants is critical to

the success of your project. Remember: the survey is confidential so

participation is optional. If you only get 70% of people responding to

the survey, you will not be able to find out who has not participated.

One of the best ways to ensure 100% participation is to clearly

articulate the goals of the survey and share your plan for what you will

do with the results. If I believe that you will do good things with the

survey results and it will directly improve my life, I am more apt to

take the time to do the survey.

What to Do with the Results of your Corporate Culture Survey

The worst thing you can do is to undertake a survey and then do

nothing with the results. This is far worse than doing nothing at all.

You will raise people's expectations of life at the company improving

and then the results disappear into a black hole. I guarantee that

morale will deteriorate.

Set up a company-wide meeting to present and discuss results. Do this

within a few weeks of the close of the survey. Use the momentum that you

have built up to keep moving towards your goals.

Be as transparent as possible in presenting the results. Don't skew

or sugar-coat them. I helped a company do a survey and the internal

person who presented the results focused only on the positive and

glossed over the negative. People didn't buy it. Be as objective as

possible. Try to get someone who is respected and well-liked within the

company to present the results. This is far better than having an

outside consultant do this. Then the whole company will own the results

- not an impassionate outside observer.

I recommend setting up three task forces to own the three goals that

you have set forth. Try to get volunteers to sit on the task forces.

Make the teams a hybrid of different departments and different levels.

Set concrete goals and timelines. Make sure that the task forces have

the support and resources they need.

What Next

I recommend doing an annual or bi-annual survey to keep your finger

on the pulse of the company. Make minor changes to the survey or add

questions, but don't change anything significantly or you won't be able

to track your results and identify trends.

About the author

Find out how to successfully change your corporate culture. Debra Lea

Thorsen helps companies optimize their corporate cultures. Visit

www.culturebuilders.com for a free white paper - Corporate

Culture Change: Aligning People and Profits.

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