To cry and change organizational culture (‘the way we do things around here’) can be like trying to turn an aircraft carrier around – it is possible, but takes a long time and loads of energy. So when an organisation does get into a change program, it is important to ensure you can reassure people that it is happening, and things are getting better.
How do we do that? By measuring the shift in culture. A great article about measuring culture (read it here) provides some great advice on tools that can help with that. Because as anyone who has tried to measure culture knows, it ain’t easy!
When looking at ways to measure your culture, the best tip in the article is to not spend too long trying to find the perfect metric, but instead to find something ‘good enough’ to start with and get doing. Be prepared to adjust along the way. While the article has full details with examples, the four types of customizable measurement they suggest you can use are:
- Program/rollout KPIs – which assess the level of participation in the efforts.
- Anecdotes – share across the organisation personal observations of people doing something that supports the effort
- Behavioural KPIs – periodic pulse surveys that track how behaviours spread over time.
- Business KPIs – relevant business KIs that may be affected as a direct or indirect result of the efforts.
While measuring the impact of a cultural transformation may be complex, it is achievable, and more importantly, necessary. Use the measures to encourage your organisations team that change is happening, good things are resulting, and we are in a better place.
Avondale Business School can help you with your change process, contact Dr Warrick Long to chat about how. [email protected] or 02 480 2168