HAVE YOU GOT PROOF? A LOOK AT THE DATA

ORGANISATIONAL CULTURE

K E N W A L L I S

ORGANISATIONAL CULTURE

What is it? How do we describe it? “The way we do things around here”.

What does it look like when it’s positive?

What does a ‘toxic’ culture look like?

What do you think your organisation’s culture might be?

How can you find out?

Toxic Positive

WHY MEASURE CULTURE?

Are we what we think we are?

Are we comparable?

What are we doing well?

What needs to be improved?

How do we plan and deliver improvements?

Is our view of the Value Proposition the view of others?

DOES YOUR ORGANISATION MONITOR ITS CULTURE?

HOW?

HOW?

Talking

Research

Assessment, monitoring, evaluation

Consultation

Reporting analysis

Benchmarking

Surveys

• Using an organisational survey provider

• Tailoring it to your needs

• Ensure flexibility

• If benchmarking is required check that it can be benchmarked against LG

• Longitudinal data comparisons

• Aim for both quantitative and qualitative responses

• Start with the end in sight

How?

EXAMPLE: INSYNC SURVEYS EMPLOYEE OPINION AND ENGAGEMENT SURVEY

Survey designed to:

• Measure employee attitudes and engagement levels across a range of key cultural and performance aspects

• Align management and employee expectations

• Benchmark results with other organisations to measure performance against external standards

• To enable workplace satisfaction variables to be measured (and benchmarked) over time

• Enhance workplace satisfaction through a commitment to research and reflections

SURVEY DESIGN

Core, benchmarked items plus additional, council-based

• About me• About my immediate work area• About my organisation• Overall satisfaction• Employee engagement

Importance and Performance

7-point Likert scale rating

Bi-variate methodology Gap scores

THE DATA – BENCHMARKED RESPONSES5

.47

5.4

5

5.4

5

5.3

3

5.3

3

5.3

1

5.2

4

5.2

2

5.2

1

5.1

7

5.1

4

5.1

1

5.0

9

5.0

9

5.0

9

5.0

2

5.0

1

5.0

0

4.9

9

4.9

9

4.9

7

4.9

3

4.9

2

4.8

9

4.8

8

4.8

7

4.8

4

4.8

3

4.7

7

4.7

5

4.7

5

4.7

4

4.7

4

4.7

3

4.7

2

4.7

1

4.7

0

4.7

0

4.6

8

4.6

7

4.6

7

4.6

6

4.6

4

4.6

2

4.6

1

4.5

9

4.5

9

4.5

9

4.5

7

4.4

8

4.4

7

4.4

1

4.3

8

4.3

2

4.3

1

4.2

8

4.2

3

4.2

3

4.1

7

4.1

6

4.1

4

3.9

8

3.9

5

3.8

4

3.7

0

3.6

7

Cou

ncil

15 -

(129

res

pons

es)

-3r

d su

rvey

Cou

ncil

17 -

(582

res

pons

es)

-3r

d su

rvey

Cou

ncil

13 -

(116

res

pons

es)

-3r

d su

rvey

Cou

ncil

5 -

(251

res

pons

es)

-4t

h su

rvey

Cou

ncil

23 -

(804

res

pons

es)

-3r

d su

rvey

Cou

ncil

14 -

(57

resp

onse

s) -

1st

surv

ey

Cou

ncil

55 -

(521

res

pons

es)

-3r

d su

rvey

Cou

ncil

21 -

(580

res

pons

es)

-4t

h su

rvey

Cou

ncil

11 -

(493

res

pons

es)

-3r

d su

rvey

Cou

ncil

3 -

(453

res

pons

es)

-7t

h su

rvey

Cou

ncil

62 -

(116

res

pons

es)

-1s

t su

rvey

Cou

ncil

33 -

(175

res

pons

es)

-5t

h su

rvey

Cou

ncil

51 -

(201

res

pons

es)

-1s

t su

rvey

Cou

ncil

22 -

(543

res

pons

es)

-2n

d su

rvey

Cou

ncil

25 -

(203

res

pons

es)

-2n

d su

rvey

Gol

den

Pla

ins

Sep

tem

ber

2014

(10

3 re

spon

ses)

-2n

d S

urve

y

Cou

ncil

48 -

(489

res

pons

es)

-2n

d su

rvey

Cou

ncil

24 -

(537

res

pons

es)

-1s

t su

rvey

Cou

ncil

10 -

(163

res

pons

es)

-5t

h su

rvey

Cou

ncil

40 -

(305

res

pons

es)

-2n

d su

rvey

Cou

ncil

16 -

(492

res

pons

es)

-1s

t su

rvey

Cou

ncil

44 -

(351

res

pons

es)

-1s

t su

rvey

Cou

ncil

54 -

(184

res

pons

es)

-1s

t su

rvey

Cou

ncil

30 -

(86

resp

onse

s) -

4th

surv

ey

Cou

ncil

45 -

(136

res

pons

es)

-3r

d su

rvey

Cou

ncil

67 -

(283

res

pons

es)

-1s

t su

rvey

Cou

ncil

49 -

(65

resp

onse

s) -

1st

surv

ey

Cou

ncil

38 -

(191

res

pons

es)

-6t

h su

rvey

Cou

ncil

36 -

(342

res

pons

es)

-3r

d su

rvey

Cou

ncil

47 -

(102

res

pons

es)

-2n

d su

rvey

Cou

ncil

59 -

(118

res

pons

es)

-1s

t su

rvey

Cou

ncil

6 -

(410

res

pons

es)

-2n

d su

rvey

Cou

ncil

1 -

(227

res

pons

es)

-6t

h su

rvey

Cou

ncil

50 -

(128

res

pons

es)

-2n

d su

rvey

Cou

ncil

43 -

(240

res

pons

es)

-2n

d su

rvey

Cou

ncil

18 -

(184

res

pons

es)

-1s

t su

rvey

Cou

ncil

58 -

(188

res

pons

es)

-1s

t su

rvey

Cou

ncil

7 -

(368

res

pons

es)

-4t

h su

rvey

Cou

ncil

20 -

(106

res

pons

es)

-4t

h su

rvey

Cou

ncil

35 -

(447

res

pons

es)

-1s

t su

rvey

Cou

ncil

57 -

(289

res

pons

es)

-1s

t su

rvey

Cou

ncil

12 -

(254

res

pons

es)

-1s

t su

rvey

Cou

ncil

65 -

(517

res

pons

es)

-1s

t su

rvey

Cou

ncil

64 -

(156

res

pons

es)

-1s

t su

rvey

Cou

ncil

29 -

(116

res

pons

es)

-2n

d su

rvey

Cou

ncil

53 -

(208

res

pons

es)

-1s

t S

urve

y

Cou

ncil

41 -

(149

res

pons

es -

2nd

surv

ey)

Cou

ncil

46 -

(115

7 re

spon

ses)

-2n

d su

rvey

Cou

ncil

60 -

(402

res

pons

es)

-1s

t su

rvey

Cou

ncil

32 -

(178

res

pons

es)

-1s

t su

rvey

Cou

ncil

9 -

(236

res

pons

es)

-4t

h su

rvey

Cou

ncil

31 -

(130

res

pons

es)

-1s

t su

rvey

Cou

ncil

8 -

(940

res

pons

es)

-3r

d su

rvey

Cou

ncil

26 -

(306

res

pons

es)

-2n

d su

rvey

Cou

ncil

61 -

(281

res

pons

es)

-1s

t su

rvey

Cou

ncil

28 -

(107

res

pons

es)

-2n

d su

rvey

Cou

ncil

39 -

(65

resp

onse

s) -

2nd

surv

ey

Cou

ncil

27 -

(106

res

pons

es)

-1s

t su

rvey

Cou

ncil

4 -

(154

res

pons

es)

-8t

h su

rvey

Cou

ncil

63 -

(250

res

pons

es)

-1s

t su

rvey

Cou

ncil

19 -

(170

res

pons

es)

-3r

d su

rvey

Cou

ncil

34 -

(478

res

pons

es)

-1s

t su

rvey

Cou

ncil

37 -

(116

res

pons

es)

-2n

d su

rvey

Cou

ncil

42 -

(142

res

pons

es)

-1s

t su

rvey

Cou

ncil

2 -

(112

res

pons

es)

-4t

h su

rvey

Cou

ncil

66 -

(37

resp

onse

s) -

1st

surv

ey

1st Quartile

2nd Quartile

3rd Quartile

4th Quartile

DATA – BENCHMARKED DATA

4 5 71 3 2 6

1

2

3

4

5

6

7

Leadership & innovation Strategy & planning processes

Data, information & knowledge

People Customer & market focus Processes, products & services

Business results

October 2012

September 2014

Highest1st quartile

Median

3rd quartile

Lowest

2014Top 5 gaps Mean

2012Top 5 gaps Mean

Keeping skilled employees

2.49 Cooperating across work areas 2.44

Trust among people in our Council 2.44 Trust among people in

our Council * 2.30

Cooperating across work areas 2.32 Keeping skilled

employees 1.88

Continuously improving the way we do things 2.28 Valuing employees at our

Council 1.80

Valuing employees at our Council 1.86

Having the resources to achieve my work area’s goals

1.84

DATA – ENGAGEMENT LEVELS

73%

13%

6%

8%

Engaged

Slightly Engaged

Neutral

Disengaged

EMPLOYEE ADVOCACY – NET PROMOTER SCORE

2%1% 1%

2%

5% 5%

12% 12%

25%

20%

13%

0%

5%

10%

15%

20%

25%

30%

0Low

1 2 3 4 5 6 7 8 9 10High

Net Promoter Score

33% - 30% = +3PROMOTERS - DETRACTORS

NEXT STEPS

• Communication strategy

• Action planning - prioritised actions

• Detailed responses at workplace/unit/team level

• Alignment with existing organisation development initiatives

DISCUSSION

QUESTIONS