Workforce experience defines if the organisation value its employees. It also explains whether the company is good at employee retention and employee satisfaction, which has a significant impact on organisational culture. Organisational culture incorporates the behaviours, assumptions, underlying beliefs, and values that contribute to the environment of a business that is defined by the social and psychological experiences of the workforce.
Organisational culture is a vital factor that can have a huge impact on the perception of an employee. It defines an organisation’s internal and external identity and offers a perspective of the company’s core values. Your employees are your critics, and a strong culture helps you to retain employees. Employees who feel like a part of the community play a vital role in transforming the resource into a team that, in turn, helps in performance and employee wellbeing. Employee satisfaction has a positive impact on organisational culture.
Your goal is to find out your employees’ thoughts of the organisation, whether they support the company, their perception of the company and the work culture. To break down boundaries between the organisation and its employees, you may consider adopting a culture index survey.
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Every employee has a different perception of an organisation. Their perception is based on what their working experience and is influenced by the work culture, employee relations, company policies, beliefs, and values of the organisation. Considering all the factors that influence the workforce, a cultural index is a depiction of how the employees feel being a part of the organisation. The cultural index includes opinions, sentiments, and attitudes towards different factors that have an impact on an employee’s roles and responsibilities.
The cultural index is essential to an organisation as it maintains the workplace culture. An organisation must experience the smooth functioning of all its resources to be able to compete in the market. If one resource fails to perform, there is a high chance that the organisation may fail to fulfil its goals. Managers are, therefore hired to strategise and help their team to perform. To understand the workforce culture, managers can consider conducting culture index surveys.
It measures the quality of the work climate that is offered to the workforce. It defines whether an organisation is successful in retaining its employees. Culture index survey can be one of the strategies that companies use to measure whether the employees are satisfied at work.
A culture index survey is a feedback tool that measures various factors that influence the workforce’s perception of the organisation. The survey can transform how companies work as it focuses on employees, and gives a clear picture of what the employees feel about the organisation. It helps the managers and the organisation by providing data that lets them make an informed decision.
The culture index survey measures how employees feel about working in an organisation, which also includes their opinions, attitude, and feelings about different aspects of the company as well as their job. These are measured on a scale that ranges from good to neutral to bad.
An organisation’s culture is crucial for its success, and a strong organisational culture shows that the employees are confident in the company’s leadership. Assessing the company’s culture must be done at least twice a year to ensure that you do not miss anything vital that could change the way the employees feel about your values.
There are several platforms online as well as software that lets you measure the culture index of your organisation through a survey. The feedback tools are user-friendly, robust, and offer an in-depth analysis of the response given by the workforce. These platforms or software support massive data and several surveys and can be used as per your needs and requirements. Some of the best tools include Culture Amp, Subcurrent, Reward Gateway, TinyPulse, Officevibe, 6Q, among others.
There are several different types of questions that can be asked in a survey on whether an organization is offering a good work culture to its employees. Some of the cultural index survey sample questions include the following.
Some of the open-ended questions include the following.
Every question that is included in the survey will depend on what concerns the company wants to address and want it wants to achieve. Each survey is custom made for the needs of the company. Here is a sample template for an organisation that is surveying employees a year after their joining.
|Strongly Disagree||Disagree||Neutral||Agree||Strongly Agree|
|I was offered an opportunity to learn new things|
|I was encouraged to ask questions about my role|
|The organisation celebrates accomplishments at all levels|
|I see a lot of growth opportunities for myself|
|People are allowed and encouraged to question management’s judgment|
|Low-level employees make independent decisions|
|I see communication between every level of management|
|People cooperate across department lines|
|People are encouraged to communicate openly|
|The managers attempt to resolve all the issues|
|The decisions are always handed down from higher management|
|My level of responsibility is as per my expectations and experience|
Every survey differs based on the objective of the organisation, and whom they want to target. A culture index survey is a feedback tool that is vital for an organisation to stay ahead in a competitive market.
The culture index survey has a lot of benefits to offer with some of them as follows.
The survey keeps the employees of an organization motivated by offering them a good work environment.
Culture index survey is a feedback tool that offers vital information on how an organisation can improve its culture to benefit its workforce and in turn, influence the growth and development of the organisation. It offers several benefits starting from high employee and customer retention rates to leading the organisation into a path of success. For an organisation to be able to reap the benefits of the survey, it must ensure that it targets the right audience in the organisation. It must also frame the right questions that are aligned with the answers that they seek. It is vital to understand that some things are best left at the hands of experts if the work needs to be done optimally.