Culture Crash Course Lesson 6: Building Your Company Culture and Employee Engagement Dashboard

Despite the fact that human resources has long been considered a “soft science,” 82 percent of business leaders believe that culture is a potential competitive advantage, and more than 50 percent are trying to change their culture in reaction to changes in talent markets and competition. More than ever before, leadership teams and human resources departments understand the important role company culture and employee engagement play in remaining competitive and innovative in the long-term.  

It’s common best practices for businesses to measure what’s important. After all, your marketing team tracks the ROI of their efforts in order to analyze and make informed changes to strategy, right? And your sales team tracks leads and sales so they can analyze the success rates of different methods? The logic flows, then, that if you understand the importance of corporate culture, you must have a plan for measuring employee engagement and company culture.

If you’re ready to take company culture and employee engagement seriously, it’s best to start tracking these systematically through employee feedback (best practices for employee surveys are covered in this post). You’ll then want to create a company culture and employee engagement dashboard that monitors the increases and decreases in certain metrics over time.  In addition to enabling accountability around company culture, this dashboard will also equip you with the numbers and insight you need when it comes time to make informed human capital decisions.

Creating Employee & Company Engagement Dashboard Metrics

*You’ll notice that a lot of these metrics depend on employee feedback. In these cases, we recommend sending out a quick survey that asks employees to rate the element/program along a Likert scale.

Company Culture Metrics

  • Results from a company culture survey (see what we measure here) or engagement survey, and any progress you’ve measured throughout the year (What are your cultural strengths and opportunities? How do employees feel about how things get done at your company? )
  • Results from any short form or additional employee surveys conducted throughout the year (e.g. you can collect an employee Net Promoter Score once a month, or re-measure certain cultural qualities)
  • Manager feedback (How do employees rate their experience with managers?)

Participation and Engagement Stats

  • Discretionary effort (How much work occurs outside of normal working hours?)
  • Attendance (Are there any interesting patterns in increasing or decreasing use of PTO or time off?)
  • Participation in events, employee resource groups, and other optional company activities (Do employees feel connected to your company in other aspects of their lives?)
  • Participation in training and professional development programs (Do employees see how their role within your company furthers their career goals?)
  • Communication (How often do employees meet with peers and managers? Are meetings considered effective or redundant? Are emails read and responded to?)
  • Employee productivity and performance metrics (How engaged are employees? Are they performing to their potential?)

Retention Metrics

  • Which employees have left the company within the past 30 days? (What causes employees to leave the company? List by department and by tenure.)
  • HR incident reports (Does the data indicate a pattern of discrimination or harassment?)
  • Exit interview candidate feedback (Why do candidates decide to leave your organization?)

Employer Branding

  • Prospective candidate feedback (Why do candidates decide to join (or not to join) your company?)
  • Leadership evaluations (How do employees feel about company leadership? How do employees feel about their direct managers?)
  • Glassdoor reviews (Do employees recommend your company to others?)

You can’t expect to improve any trait that you won’t measure, and the same goes for company culture and employee engagement. Bring a renewed focus to your culture by tracking these metrics and analyzing the results on a company culture and employee engagement dashboard. In as little as three months, you’ll have enough data to begin making informed observations and decisions.

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