The Ultimate Guide to Building Organizational Culture

“Make feedback normal. Not a performance review.”

Ed Batista, executive coach and writer for Harvard Business Review

We have learned till now how feedback is a crucial step towards driving your efforts in building a great organisational culture. But there are tons of repetitive steps involved in the cycle of taking feedback from relevant stakeholders, analysing the responses, generating reports and then making decisions based on them.

One needs to follow these exercises periodically so that one can check the pulse of their organisation and decide the next course of action in real-time.

Thankfully, we have the technology available with us that would help organisations carry out their culture building in a scalable manner as their organisation size grows. We will be exploring the same in this chapter to help you choose the right set of tools.

Why use a tech tool to drive employee feedback?

Any manual and repetitive tasks doesn’t deserve the precious attention and resources of your organisation. Some major reasons on why it would be in the best interests to use a tool that automates your feedback tasks include:

• Issues with scalability: Manual methods like using simple forms aren’t scalable in terms of their interface and features for organisations with large employees. Dedicated tools are designed to cover the entire population without the efforts a normal form system would require
• Issues with data collection: manually collecting data where employees are coming to your desk for their queries could be a nightmare for HR! Thus, tools can integrate data collection with your chat system removing any context switching for employees, leading to an increase in participation rates
• Adding variety to data points: With using tools, it’s easy to add more data points across engagement, diversity, onboarding, exit, etc to refine your feedback exercise with minimal efforts
• Creating customised questions: You can ask a different set of questions to different cohorts like new joiners, departments, etc. You can also create conditional questions as per the responses given
• Powerful analytics: backed by frameworks and science of psychology, one can easily churn the data and gather useful insights that would help draft a good plan of action
• Forecasting attrition: Knowing your employee sentiments can help you answer the true reason of employee attrition your organisation might be facing and predict any upcoming drops
• Communicating with stakeholders: With tools and their analytics power, you can focus on immediate problems and assign it to the relevant authority for action in real-time

How to choose the tool that’s right for your organisation?

Investing in a software solution requires a long-term vision and a clear understanding of the objectives of such an investment. With so many options available in the market, it can be overwhelming to find the right selection criteria. Here are 7 things to look for when shopping for an employee engagement survey tool.

1. Has simple user interface and feedback mechanism
2. Provides an all-in-one platform that captures data efficiently
3. Generates real-time insights to build your team
4. Covers global, organisational, and peer benchmarks to enable pre-emptive action on key issues
5. Provides weekly suggested priorities to focus on key areas
6. Can curate personalised learning content for you
7. Is Affordable and Scalable for the size and scale of your organisation

At Superbeings, we are providing an easy-to-use tool to understand and measure culture within your growing organisation. We are backed by the frameworks mentioned in this guide to help you make informed decisions on how you can optimise your culture-building efforts.

Contact our team today: Book Demo