Simple Culture Analysis Tool

tool

 

Often changes to organisational culture can feel overwhelming, but by breaking culture change down into simple stages, and focussing first on the situations or areas of your business that most negatively, or positively impact your business culture, you can successfully implement small changes that equal big results.

A simple workflow to assess current situations and map desired outcomes…

  1. Current Situation Analysis – What is currently happening? What outcomes are you seeing? What happens because of the behaviours of people within the business? What is the impact? Example: low employee morale which is contributing to low levels of employee engagement, and high turnover of staff. 
  2. Behaviours – What is a specific example of a typical behaviour? How do people act? What does a terrible day look like? What are the patterns of behaviours? How does that make you feel? Example: employees react negatively to business changes, they have low levels of productivity, a pattern that emerges may be a negative line manager then influences the feelings and behaviours of their team who then all become negative and disengaged. 
  3. Enablers – What enables this behaviour? This could be rules, procedures, incentives, habits, routines. What influences our behaviours? What are leaders doing/saying to enable certain behaviours? How does the working environment encourage/enable certain behaviours? Examples: no attitude management processes within the business, leadership haven’t communicated company values and engaged the staff with them, no incentives to increase staff morale, lack of experienced leaders who can manage engagement. 
  1. Desired Outcome Mapping – What is happening? What results are we seeing? What happens because of our behaviours? What is the impact? What are we getting done? Example: high employee morale, high levels of staff engagement, low staff turnover. 
  2. Behaviours – What is a specific example of a typical behaviour? How do people act? What does a great day look like? What are the patterns of behaviours? How does that make you feel? Example: a great day begins with an all company huddle where leadership gives all employees an overview of the business strategy, managers then break out to individual teams and set actions for the day, at lunchtime the business provides lunch for staff and all staff have time to socialise with each other, in the afternoon employees get involved in wellness training. The day concludes with a range of positive customer service feedback comments and leadership recognise key contributors.  
  3. Enablers – What enables this behaviour? This could be rules, procedures, incentives, habits, routines. What influences our behaviours? What are leaders doing/saying to enable certain behaviours? How does the working environment encourage/enable certain behaviours? Example: all staff have values cards and understand how they contribute to the vision of the company, all managers receive employee development and engagement training, directors are present with staff, reward & recognition incentives are visible and attractive to all staff members. 

To discuss how Duo can support your business with culture change please drop us an email