Doing a Corporate Culture Survey

By Debra Thorsen
2006-08-27

Doing a Corporate Culture Survey

Most corporate culture surveys are not as effective as they could be. This article will help you to optimize your success and use the results to improve your corporate culture.

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.

Article Pages:
» Doing a Corporate Culture Survey
» Designing a Good Corporate Culture Survey
» Implementing the Corporate Culture Survey
» What to Do with the Results of your Corporate Culture Survey
» What Next

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