There are companies the employees of which have a clear understanding of their role in the overall structure, share the organization's philosophy, work with genuine enthusiasm for the overall result and the management makes efforts to maintain staff motivation and provide comfortable working conditions. These are all signs of a developed corporate culture.
However, the question of how to build the culture that your organization needs and how to build it remains open. Someone creates internal sites and communicates with the staff using them, someone conducts team-building trainings and someone stakes on joint events outside working hours.
All these actions require both human and financial resources, but it is difficult to assess their effectiveness. The main difficulty is that we have to work with parameters that do not have clear quantitative criteria. However, it is still possible to evaluate them. There's just one thing you need to understand.
What constitutes a corporate culture?
The closest thing is the value system, the set of rules adopted by the company. For example:
We have adopted the first-name terms relations in the company, but without familiarity.
We wish each other a happy birthday.
We are all wearing a badge with a name, a surname and a job title.
When interacting with a client, we respect and observe the norms of business communication.
We have a strict dress code.
Corporate culture can be viewed from two angles:
- staff: how people adapt within the set standards;
- management: how the company cares about people.
The level of culture will not be based on how people comply with established standards and regulations,but rather on how deeply they accept and share the company's philosophy. This level of personal communication is not difficult to assess. A good HR specialist needs a few minutes to talk to any person to understand their attitude to any situation. Just doing this in a large company with a distributed network will not be easy.
How to assess employee satisfaction or “happiness index”
Using the MD Audit system, HR specialists will be able to get reliable information on how employees are satisfied with their work in the company. It will be enough to define a list of parameters that you are interested in and create a checklist based on it. It can be assigned to store managers or regional HR specialists.
This way you can get all sorts of information. You'll find out:
- what the regions “live by”;
- how branches perceive themselves throughout the company;
- whether the values of ordinary employees are consistent with those of the company;
- whether management initiatives are supported;
- whether employees are satisfied with their working conditions and much more.
When filling out such checklists,it is important to make it clear to all employees that this survey is informative and will not affect their work.On the contrary, the purpose of this assessment is to ensure that the management of the company sees the real situation and knows what needs to be improved.If this is not done, employees may decide that the survey is an attempt to identify those who are dissatisfied and then you will receive inaccurate information.
How to assess the degree of acceptance of company values
This information can also be obtained from the MD Audit system. This checklist is the exact opposite of the previous one. In this case, an assessment is made of how people follow the accepted rules.However, this checklist does not imply any “sanctions” against employees, because it is impossible to force them to accept the values.
The purpose of such monitoring is to assess the effectiveness of measures to form a corporate culture.For example, if you get slightly different checklist results after the team building,you are unlikely to have the same event again.
What are the benefits of MD Audit?
Of course, both of these monitoring activities can also be carried out by hand: compile questionnaires, conduct surveys, eventually interview employees in person, analyze the data collected and formulate key conclusions, but in case of large companies it would take months of work.
By using MD Audit, you will be able to reduce the time it takes to collect results many times and to analyze them at different levels. For example, to compare branches among themselves, to identify the “best and worst” parameters in the whole company, to evaluate the success of the team-building activities in general and for each branch.
Assessing the results obtained after the events on corporate culture formation, you will be able to choose those that bring the best results and focus on them. Not only will you save money, but you will also create an effective corporate culture focused on your company.