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Answer You - Doing a Corporate Culture Survey
Our doctors and therapists warn that stress is the cause of many illnesses and reduces the quality of sleep, relationships and well being. Yet, how can you reduce stress without shirking your duties and responsibilities? Everyone dreams of running away to a French chateau as they are driving the carpool in heavy traffic. However, usually we do not need to change our lives drastically to make substantial improvements to our health and happiness. Here are six steps for type A personalities and overworked moms to use to reduce stress in their minds and their lives.1. Remember when you were eight years old? What did you think you would be doing when you grew up? Were you a fireman? Visit a firehouse and ask if they need a hand. Were you a ballerina? Enroll in an adult ballet class and for one hour a week be a beg
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 ow
Postcards, like posters, are printed materials that allure its audiences because of its visually stunning graphics. It’s a medium that communicates by using images that can indeed speak a thousand words.Postcards can be used for a variety of purposes. Aside from using them as personal favors or give-aways, many companies and establishment use postcards for marketing and advertising purposes. But no matter where or how it is used, one thing remains constant – and that is an effective postcard design.A well-made postcard design can efficiently deliver any message to its audience. Such that, these must be crafted in order to gather a desirable response from the target audience. Responses such as visiting the store or establishment, going to the website, or purchasing the products and services are just som
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
Being topical this time, the England football team has to come to terms with failure, and all those pictures of footballers and fans in tears is a powerful picture of how we can get hurt and disappointed. It would be rare for anyone not to feel similar, but what we need to do is to think about how we will react.There are many ways to deal with disappointment and many times I have spoken with people who didn't get a promotion and their way of dealing with it was to disengage from the company, to moan and do the minimum. Sometimes this would coincide with a new boss taking over their team, into the job they had hoped to get. What sort of impression does this give to their boss - someone who is not interested and helpful in the job and who makes negative remarks? Their chance of another promotio
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 ow
The more clearly you can define and picture your ideal customer, the better you’ll be able to speak to him. Or her. And that brings up an interesting question: should you target a specific gender in your Yellow Page ad?If the majority of your calls – or at least the majority of your best customers - are a specific gender, then yes, you should craft your Yellow Page ad with an eye toward gender preference. Here’s why:A prospect simply cannot look at a few pages worth of Yellow Page ads and tell, objectively, which company is the best choice. There simply is not enough information, not enough ways to verify claims, and not enough time. So instead, prospects are drawn to the ad (and company) that they “feel” the best about. And that’s who’ll they’ll call. Period.The more any pa
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 ow
Everybody talks about innovation but not many firms can “walk the talk” and turn a creative idea into something of value. According to the Harvard Business Review only 1 in 10 new product introductions succeed in the market.But what makes the difference between success and failure? If we knew the answer we could use innovation to drive faster growth and superior profits.I asked 65 companies world-wide to look back at their recent projects and decide why some projects worked and some didn’t. They include IBM, Microsoft, Lloyds Bank and the RAF. Here are the conclusions of the study:1. Know exactly who will buy your product, under what circumstances and at what price.2. Make sure the product is high on the list of priorities for your customer and they need it urgently.3. Your product
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 ow
California abounds in gold and wide range agriculture that makes it the highest economy-wealthy state in the U.S. Notwithstanding the fact Hollywood serves as a large contributory revenue asset from its movie industry, ushered by infamous tinsel actors in the entertainment world.California on the other hand is a melting pot, pulling together migrants from Asia, Mexico, Latin America, and along its borders due its mild climatic balanced temperature for comfortable living conditions. With all types of people merged in this state of "honey," it becomes a target many underground movements making California a place prone to life's notorious drawback, "crime exposure"The DCA (Department of Consumers Affairs) handles all the licensing of the entire private agencies and private investigators and all related
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.
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