How can you analyze your company’s culture - aka „the invisible“? And change it for the better? A good company culture is obviously so much more than nice to have. But how can you make the intangible tangible?
One tool I found and really like is the „WORDS ACTIONS BEHAVIORS“-Framework by Laura Del Beccaro (featured on FirstRoundReview - I highly recommend reading the full article for helpful examples):
💡NO. 1 WORDS: WHAT WE SAY AND HOW WE SAY IT.
How often do we have meetings and how are they designed?
How do folks talk to each other in meetings?
How quickly do we expect someone to respond to a Slack message, an email, or anything else? How often are employees speaking to each other outside of meetings?
How do people tend to express themselves when they're frustrated by something?
Do you have a shared language to discuss difficult topics?
How do you find out that something has gone wrong? Are people afraid to bring bad news to leaders?
💡NO. 2 ACTIONS: WHAT WE DO, HOW WE DECIDE WHAT TO DO, AND HOW QUICKLY WE EXECUTE
How are decisions made, and how do we tell people about them?
How do we pay people? What’s our compensation philosophy?
Who is promoted? Who is hired? Who sticks around?
How do teams collaborate cross-functionally?
💡NO. 3 BEHAVIORS: THE THINGS WE DO THAT AREN'T DIRECTLY RELATED TO OUR JOB DESCRIPTIONS
How are people celebrated?
What do we do that's unique to us as a company?
How do we make people feel special when they join (or when they leave?)
How do we get to know each other?
When do people sign off? How often do people take vacation?
These essential questions are only one way to get the dialogue on your company’s culture started. Culture diagnosis and development are always work in progress. Which questions would you add, which would you remove?
Comments