Culture Crash Course Lesson 3: Measuring Employee Engagement & Company Culture

Measuring Employee Engagement and Company Culture

Welcome to lesson 3 of your Culture Crash Course. This post will introduce you to the concept of measuring culture and engagement.

If you need a catch up: Lesson 1 covered what culture is and lesson 2 covered culture’s importance.

And once you’re ready, head on to:

Engagement and Culture: Understanding the Relationship

When we first answered the question, “What is company culture?’ we started by identifying the differences between company culture and employee engagement.

  • Culture: Defines how things get done within your organization. It’s a reflection of the behaviors, attitudes, and norms that your organization shares.
  • Engagement: Defines how employees feel about your organization and their work. It’s a direct reflection of your culture.

For example, an employee working in a positive company culture might describe that culture by saying, “My team continuously looks for ways to improve.” This positive cultural attribute enables that employee to reflect that behavior, and become more engaged in the process. As a result, she might say or think  “I love working with my coworkers,” and “I feel motivated to give my best.

AKA, a strong company culture engages employees.

Engagement and Culture: An Ongoing Journey

It’s clear to high-performing companies that the solution is to start measuring employee engagement and company culture, and 64% of organizations do so annually. But there’s just one thing — culture doesn’t happen just once a year. So, how much can we really expect from once-yearly reviews?

Empowered employees and job candidates must be re-engaged and re-recruited every day to stay engaged and connected to the work they do and the organizations they do it for. Employee engagement and company culture need to be measured more frequently in order to be as accurate as possible.

Unfortunately, only 8% of executives are currently measuring employee engagement on a monthly or more frequent basis. Furthermore, executives tend to be overly optimistic about engagement levels in their company. This is exactly why we created the CultureIQ methodology — to help companies truly understand their company culture and take action on it, on an ongoing basis.

Measure Culture First

Because culture feeds engagement, CultureIQ recommends measuring culture first.

Ask employees to rate the strength of 10 qualities common to high-performance companies, each of which are objectively good to possess:

  • Collaboration
  • Innovation
  • Agility
  • Communication
  • Support
  • Wellness
  • Work environment
  • Responsibility
  • Performance focus
  • Mission and value alignment

Combine these strength scores with an employee Net Promoter Score for one holistic look at your culture. At CultureIQ, we call this the CultureIQ score. This is one way to quantify company culture, but if you are interested in creating your own culture survey, follow these best practices.

what is culture

Then, Measure Engagement

The data you glean from measuring company culture will help you identify the root causes of or hindrances to employee engagement. Do you need to improve communication? Make employees feel more supported?

Prioritize your areas of focus and make strategic decisions about how to increase engagement.

Getting Started

Measuring culture and engagement makes a previously vague topic quantifiable — and thus more actionable as a business issue. It helps you strengthen your culture and engagement strategically.

Ready to get started? Lesson 4 outlines best practices for the best way to measure: through surveys.

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