How do you know you are doing the right things when you are building your company culture? How do you know you are making progress? How do you measure your culture?
You have multiple strategic initiatives and projects to foster a healthy, balanced culture where individuals can do the best job possible and support each other to reach their full potential. Measuring this can be a bit tricky sometimes. This is why we at Ghost have developed our own way of charting company cultures.
And it is actually quite simple. You provide people with either 16 (simple version) or 32 (extended version) claims and ask them to use sliders to indicate to what degree they agree with the claims.
And could be the result:
We can also ask them where we should focus on our culture.
And after 6 to 12 months, we repeat the process to see how the culture has changed. Simple.
After the first round, we can clearly see where the culture lies, and the second round reveals the progress.
Let me explain the chart in more detail:
This radar chart provides a visual summary of performance across multiple criteria, highlighting areas of strength and weakness. It is useful for understanding the balance between different dimensions like flexibility, interdependence, structure, and independence.
Top (Flexibility): The capacity for elasticity and long-term thinking. It shows how well the entity can adapt to changes and think ahead into the future.
Bottom (Structure): Represents stability and a short-term focus. It shows how well the entity can maintain order, consistency, and manage immediate tasks and objectives.
Left (Independence): Focuses on the individual and their autonomy. It measures the extent to which individuals within the entity can self-govern and manage their responsibilities independently.
Right (Interdependence): Focuses on the community or collective aspect. It measures how well the entity functions as a cohesive unit, emphasizing collaboration, shared responsibilities, and community-centric views.
Criteria in more detail:
Ability to Evolve: This criterion assesses the capacity to adapt to changes and innovate over time. It reflects the entity’s resilience and responsiveness to evolving circumstances.
Vision: Vision is about foresight and strategic planning for the future. It evaluates how clearly the company can foresee and prepare for long-term goals and objectives.
Culture of Sharing: This criterion measures the extent to which information, resources, and support are shared within the entity. A strong culture of sharing fosters collaboration and collective success.
Responsibilities: This assesses the distribution and management of duties and roles within the entity. High scores indicate clear, well-defined responsibilities that promote accountability and teamwork.
Tools & Processes: This criterion evaluates the effectiveness and efficiency of the systems, procedures, and tools in place. It reflects the organization’s operational stability and capability to handle day-to-day tasks smoothly.
Expectations: This measures the clarity and realism of goals and benchmarks set for performance. High scores suggest that the company sets achievable and clear expectations for its members.
Self-governance: This criterion assesses the degree of autonomy and self-management within the entity. High scores indicate strong individual responsibility and the ability to operate independently without constant supervision.
Meaning: This refers to the significance and purpose attributed to actions and decisions within the entity. A high score here indicates a strong sense of purpose and direction.
But what are the claims we pose to people to get these results? We try to be as simple as possible. Here are some examples:
I find my work meaningful.
I have a strong connection with my colleagues.
I feel valued.
Our company management has a strong view of the future.
If you wish to discuss in more detail how to create engagement and build culture, do not hesitate to contact us.
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