Cultivate Culture Report

Strong organizational culture has been linked to numerous positive outcomes including innovation, employee retention and company effectiveness. All of which are even more important today considering the dramatic shifts toward remote and highly digital workforces.

Below is an example of what the Culture Report includes:

Your Culture Report Summary

KEY HIGHLIGHTS

Strengths
  • Departments that share information have higher performance and revenue outcomes
  • Departments that hold more one-on-ones have higher promotion rates and higher engagement
Opportunities
  • After hours messaging is negatively correlated to revenue and engagement
  • The culture of Department 4 differs from the rest of the company 

DATA ANALYZED

Time Period Of Analysis:
01/01/21 – 03/31/21

Employees (Opted In): XXX

Relationships: XXXX

Your Culture Report Details

CULTURE BY DEPARTMENT

Highlights
  • Department 7 has the lowest response density but very high digital accommodation
  • Department 4 shares the most information but also has the least after hours work
Why It Matters
  • Understanding digital behavior norms, whether explicit or implicit, is important. Companies can use this information to decide whether their current culture meets their expectations or needs to be addressed.

CULTURE SIMILARITIES (BETWEEN DEPARTMENTS)

Highlights
  • Department 5 and Department 6 have very similar cultures
  • Department 2 and Department 4 have very opposite cultures
Why It Matters
  • There is no single template for a good company culture, but most successful companies have strong, well-defined, and non-conflicting organizational cultures

CULTURE IMPACT ON BUSINESS KPIS

Highlights
  • After-hours work is negatively correlated with all business KPIs
  • More information sharing is strongly correlated with performance
Why It Matters
  • Companies can focus transformation and change initiatives on culture components with the highest impact on the business.

Culture Buy-in

Highlights
  • Departments 2, 3, and 5 have widespread cultural buy-in
  • Departments 1 and 6 have low cultural buy-in
Why It Matters
  • Strong buy-in means that employees are on the same page regarding behavioral norms and what’s expected from them. Culture buy-in has been shown to predict individual attainment.

Your Culture Report Action Plan

WHAT YOUR COMPANY CAN DO

Promote Strengths
  • Finding: Departments that hold more one-on-ones have higher promotion rates and higher engagement
  • Action: Implement one-on-one meeting best practices as a company wide initiative
Engage Opportunities
  • Finding: After hours messaging is negatively correlated to revenue and engagement
  • Action: Create a “no-meeting” day so people have a chance to catch up on work during work week and reduce the need to catch up after hours

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