6 organizational culture indicators to monitor in your company

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6 organizational culture indicators to monitor in your company

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THE organizational culture it is an extremely important element for the success of the business. It defines the company’s mission and everything that permeates the processes carried out on a daily basis. Therefore, it is essential to have organizational culture indicators to measure employee engagement in these values.

However, it is not that simple. Culture has always been seen as too intangible and subjective to be put in numbers. In fact, measuring it is difficult, but it is not impossible. With the right strategy, it is possible to get more objective feedback on the organization’s cultural performance.

With that in mind, we have listed in this article the main organizational culture indicators for you to follow in your company. Are they:

  1. Employee satisfaction;
  2. Relationship between managers and employees;
  3. Index of trained employees;
  4. Employee NPS;
  5. Candidate nominations;
  6. Internal transfers.

To learn more about each of these organizational culture indicators, continue reading this article!

LIST | Organizational culture indicators

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1. Employee satisfaction

Whatever the company’s culture, employee satisfaction is essential for the evolution of the business. Happy employees are more engaged, motivated and productives, which generates great results on a daily basis.

But how to identify if the team is satisfied? More than that, how to turn this into one of the indicators of organizational culture?

The best solution to obtain this HR performance indicator is to periodically carry out a satisfaction survey internal, asking employees their opinions on: corporate benefits, interpersonal relationships, identification with the scope of work and other key points.

The questionnaire must be prepared in a scale format. For example:

How satisfied are you with the activities assigned to you on a daily basis?

  • Very satisfied;
  • Satisfied;
  • Neutral;
  • Dissatisfied;
  • Very unsatisfied.

After the answers, extract the percentage to know the results of each topic covered in the survey. In a simple account, if out of a total of 100 employees, 10 are dissatisfied with the tasks, they will represent 10% of the group.

>> To learn more about this subject, check out the guide we prepared here on the blog:
How to do an employee satisfaction survey: 5 steps for application and measurement <

2. Relationship between managers and employees

O relationship between managers and employees it is one of the most important organizational culture indicators to monitor.

Today, professionals look for companies that have a culture of collaboration with leaders who command not through imposition, but through dialogue and autonomy.

To make an objective analysis of this aspect, it is recommended to carry out a 360º evaluation. This model translates into feedback from everyone to everyone: each employee evaluates the performance of his subordinates, peers and managers. At the end, the questions must form an overall score that must be monitored by HR.

All subjects covered in the assessment, such as communication skills and technical competence, among others, must converge to a final grade.

The answers and notes will give a good idea of ​​how the relationship between leaders and their teams is, bringing insights for HR to improve the people management.

3. Index of trained employees

Companies that take the implementation of the organizational culture seriously carry out training aimed at mission and values of business.

The participation rate in corporate training is among the main indicators of organizational culture in organizations.

The reasoning is simple: the more employees are inside the culture code, the greater the chance of joining.

The calculation of this indicator is simple: just divide the number of employees who participated in the training by the total number of employees. Therefore, if 135 people were in the course at a company with 300 professionals, the account will be:

135/300 = 0.45 → 45% of trained employees.

It is important to take into account the training expiration time, considering for the calculation only courses taken in the last two years, for example. The result allows the definition of goals to engage 100% of the team in the company’s culture.

4. Employee NPS

O NPS (Net Promoter Score) it is one of the indicators of organizational culture used, usually, to measure customer satisfaction. However, it can be adapted to employees to become one of the best indicators of the company’s culture performance.

To put it into practice, do an internal survey with two questions:

  1. From 0 to 10, how much would you recommend our company as a place to work?
  2. Because?

After the answers, the collaborators (always anonymous) will be divided into three groups:

  • detractors (0 to 6);
  • neutral (7 and 8);
  • promoters (9 to 10).

The NPS score is calculated by subtracting the percentage of detractors from the percentage of promoters, generating an absolute number.

Based on this number and the analysis of the reasons explained, HR can devise strategies to increase the number of employees who would indicate the company, improving the employer branding of the organization.

5. Candidate nominations

Calculate the rate of new employee referrals it is also one of the indicators of organizational culture. After all, if an employee puts his credibility at stake to recommend the company to a colleague, it means that he is satisfied with the organization’s values ​​and processes.

To do this, simply divide the number of candidates with internal references by the total number of hires made by the company. Results close to 25% indicate a significant participation of employees in new hires.

6. Internal transfers

The possibilities of changing sectors within the company indicate a culture of opportunities and learning, something highly valued by professionals today.

Companies with this openness allow their employees to always seek challenges in line with their skills and expectations that are always changing.

To do the calculation, just divide the total internal transfers by the total number of employees. It is interesting to cross-check this data with the satisfaction rates before and after the change in order to improve the practices used in the transition process.

As we saw throughout the post, defining organizational culture indicators is extremely important to get it off the ground. Ever tie results to action plans and goals, seeking to improve HR practices to consolidate the company’s norms and values.

Increase the level of satisfaction with your company

Several factors will influence the performance obtained with the organizational culture indicators. One of them is the satisfaction of employees with the company, particularly with its remuneration policy.

A simple way to increase this indicator is to offer benefits that allow more flexibility with the payment itself.

meet the HR Consultant UKy, a tool that allows your employees to be able to anticipate part of their wages when they want to.

The system is changing the way employees deal with their wages and generating more satisfaction and motivation from the team with the company.

HR Consultant UKy can be one of the most valued benefits for those who work at your company. Talk to an expert and learn more!

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