The One Tool CEOs Are Using to Avoid Culture Crisis

by Sabrina Son on Mar 29, 2015 8:00:00 AM

iStock_000001927762_SmallYou can’t track what you don’t measure, right? Organizations are keeping constant tabs on revenue, spendings, and productivity then share it with their employees (if you’re not, you need to).

But how many of you are probing at how your culture is doing? These intangible elements of the workplace often go unmeasured, even though they play a huge role in employee retention. So if you want to avoid a culture crisis you need to start listening to your employees.

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Pitfalls of Annual Surveys

According to Deloitte’s study, “Historically, companies have relied on annual engagement surveys, costing hundreds of thousands of dollars and taking months to deploy.”

So let’s think about feedback this way: what did you think about your company 12 months ago? What about last month … were there any conflicts that you wanted to bring up?

12 months is too long to wait. Organizations are missing out on a huge chunk of issues that have gone unaddressed, and you’ve probably lost some employees because of that.

Benefits of Frequent Feedback

Organizational culture can change at any minute for better or for worse. Using a tool such as pulsing surveys (sent out weekly or biweekly) allows leaders to get real-time updates on how employees are feeling in the workplace. And considering the anonymity factor of these surveys, employees will provide you with very candid feedback — some good, some bad.

Are employees not getting recognized for their work? Or perhaps employees are feeling burnt out. With the feedback you receive from employees, you’ll be able to measure and track sentiment in the workplace.

Avoiding Culture Crisis

Going back to those questions mentioned above: imagine if you didn’t address those issues. Even worse, imagine if you didn’t have a way of finding out those issues even exist.

Maintaining culture is an ongoing affair. Employee feedback is a tool that allows you to pinpoint where your culture is strong, where it’s weak, and where it’s inconsistent. That way, you (the leader) can immediately find solutions to fix these holes.

Culture is driven from the top down. As a leader in your organization, you need to provide a positive environment where your employees will thrive. But if you just leave it up to chance, well, there’s a good chance you’ll find yourself in a culture crisis.


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This post was written by Sabrina Son

Sabrina is the managing editor for the TINYpulse blog. A Seattle native, she loves her morning (or anytime) coffee, spending her weekends on the mountains, and of course, the famous rain.

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