Jan 11, 2021
You measure results religiously. How often do you measure how well you and your company’s formal leaders treat others in your work culture?
Just as you measure progress towards desired results regularly, you must measure progress towards desired respect regularly.
You must gather objective feedback through regular assessments – at least twice annually – that enable employees to rate how well your company’s leaders model your values and behaviors.
By measuring values and respect in a formal way, you can then refine every leader’s efforts and, ultimately, improve the quality of your company’s culture.
The problem is that very few leaders have been asked to measure values or respect across their organization. Most don’t know how. Doing a values survey poorly is worse than not doing a values survey at all. Lousy questions result in lousy data that is not helpful or actionable.
You need proven expertise to help you build a values assessment platform to gather insightful feedback and to act on the objective data you collect. I have that expertise. I’ve been helping clients measure values and respect for decades.
Our values assessment platform helps you:
In today's three minute episode of my Culture Leadership Charge podcast series, I describe how important it is to properly structure your survey items (questions).
This is episode ninety-two of my Culture Leadership Charge series. In these concise episodes, I present the best practices for creating and maintaining a purposeful, positive, productive culture - at work, at home, and in your community.
This content was released in video format on my website, http://DrivingResultsThroughCulture.com, on January 11, 2021.
Check out my YouTube channel to view all of my 3-minute Culture Leadership Charge video episodes.