Company culture is more than just ping-pong tables and free snacks – it’s a key factor in transforming an organization and taking it to the next level. But how can you really know if your company culture is as good as you think it is? You can’t just feel the vibe out – you need data.
Measuring culture might seem intangible at first. It’s not like you can just plug “company culture” into a spreadsheet. However, with the right analytics, you can actually quantify company culture in some surprisingly concrete ways. And when you can measure culture, you can improve it.
Why Company Culture Matters
A strong company culture has some major perks – it’s like the secret sauce behind the most successful organizations. Here are some of the key benefits of investing in culture:
- Improves employee retention and satisfaction. We’ve all had those soul-crushing jobs that make you want to hide in the bathroom. A positive culture keeps employees engaged and happy. HR reporting templates can track retention rates, helping you to quantify the impact of culture.
- Attracts top talent. These days, culture is one of the main things candidates evaluate before joining a company. With things like remote and hybrid work on the rise, culture is even more important for attracting superstars.
- Improves productivity. When employees feel aligned with company values and supported, they produce higher quality work more efficiently.
- Boosts customer satisfaction. An energized and empowered team leads to better customer experiences and higher satisfaction. Research shows companies with strong cultures are 89% more likely to report high customer satisfaction.
The Role of Analytics in Measuring Culture
Analytics lets you really dig into the nuts and bolts of company culture in a way that fuzzy qualitative assessments just can’t. By looking at hard metrics—we’re talking surveys, productivity numbers, and turnover rates—you get an objective view of how your culture is actually performing.
The data doesn’t lie. Analytics highlight any problem areas that need attention fast. Maybe engagement scores show an issue brewing in a department. Or workload stats indicate one team is burning out. You can also track progress over time to see if changes move the needle on culture.
Company culture used to seem nebulous and impossible to measure. But analytics make assessing and optimizing culture a science versus an art. There are so many powerful metrics you can tap into—NPS, turnover, productivity, equity analysis, sick days—even Glassdoor reviews can give you some revealing insights that will allow you to drive real change.
Measuring Employee Sentiment
One of the best ways to take the pulse on company culture is simply surveying your people. Anonymous engagement or satisfaction surveys provide invaluable, unfiltered insights into how employees truly feel.
Pulse surveys on the regular—maybe a quick monthly or quarterly check-in—enable you to monitor mood and morale over time. Ask a few targeted questions to surface concerns. Software can instantly analyze open-ended feedback using AI to surface common themes.
Focus surveys on must-knows like manager effectiveness, workloads, DEI, values alignment, growth opportunities, and trust. Proactively monitoring sentiment allows you to quickly respond to issues and maintain a happy, healthy culture. Consider tracking eNPS or Net Promoter Scores to benchmark against others in your industry
Evaluating Company Values in Action
Are your core values actually practiced or just wall decor? Analyze behaviors and decisions against stated values. Review how leaders respond to challenges based on values like integrity. Audit policies and procedures to ensure they align with and uphold stated values. Values should be embedded in every aspect of work. Consider occasional focus groups or third-party audits to assess how espoused values measure up to reality.
Look at performance reviews, promotions, recognition programs, and day-to-day interactions through the lens of your values. When values are truly lived, it will be reflected in the employee experience. Compare employee sentiment survey results to see if there are gaps between values on paper and in practice. Course correct as needed to walk the talk.
Tracking Employee Retention and Turnover
Dig into HR data on retention rates, exit interviews, and turnover costs. Analyze length of tenure by role, team, and demographics. Spot any issues early and dig into root turnover causes. Set clear goals around improving retention. Use analytics to keep your top talent onboard.
Consider developing retention rate KPIs by department and leader. Look at trends over time and against industry benchmarks. Interview both current employees and exiters to identify drivers of retention and turnover. Monitor for potential bias in who leaves. Develop targeted strategies to improve retention of key segments. Retaining your stars impacts so much – productivity, costs, customer service, and culture.
Assessing Diversity, Equity, and Inclusion
Regularly analyze demographics, promotion rates, compensation, and performance by gender, race, and diversity dimensions. Monitor for equity gaps, challenges, and opportunities. Survey underrepresented groups about inclusivity. Use analytics to foster a welcoming culture for all. Look at recruiting and hiring funnels through a DEI lens as well to attract diverse talent. Consider offering employee resource groups and mentoring to support inclusion.
Allyship starts from the top – ensure leaders model desired behaviors. Blind resume screening and structured interviews can reduce unconscious bias. Celebrate cultural events and occasions. There is always room for improvement on DEI – be proactive and keep it top of mind through continuous tracking and action.
Final Word
The bottom line is data doesn’t lie. Analytics empower you to objectively measure, monitor, and optimize your company culture like never before. By quantifying engagement, turnover, equity, values alignment, and more, you gain actionable insights to drive real change. Improving culture is a journey, but with the right KPIs guiding the way, you can get on track to building a workplace where top talent thrives and succeeds. And that ultimately fuels business success.
