experience the thrill of constant improvement,
You may be asking—how do I measure culture?
A groundbreaking global study from the O.C.
Tanner Institute found there are six key areas that
affect a company’s workplace culture the most:
purpose, opportunity, success, appreciation,
wellbeing, and leadership. We call these “talent
magnets” because these are the precise things
that make your workplace irresistible. Make sure to
get feedback in all six elements, asking questions
from different perspectives. For example, ask
if employees trust your leaders, but go further
and ask if they feel their leaders empower and
trust them to take risks and make decisions?
Our research-based Culture Assessment helps
organizations measure their performance in the six
talent magnets to identify which specific elements
of company culture need attention right now. Once
Employee Engagement Software:
Why Culture-Building Solutions
Are the New Black
2018 is the year you are finally going to crack the employee engagement puzzle. Perhaps you’re looking to purchase some employee
engagement software to help you measure and
improve engagement scores. You reach out to
some peers to see which vendors they use, and
ask your team to begin some online research.
Each year, thousands of companies go through
the laborious process of employee engagement
surveys. They spend months pleading with their
employees to voice their opinions, segmenting
the results by department, and analyzing the data
for clues. By the time they develop action plans to
improve engagement, the year has ended and it’s
time to re-measure engagement once again.
Measuring engagement is great—but what are
you going to do with the results?
This year, don’t buy new software to measure
engagement. Analytics and spreadsheets, even
when available in real time, can provide powerful
data, but only if you are asking the right questions
and doing something actionable with the results.
If you must go through another round of
surveys to get the latest results, try measuring
what really matters—the quality of your
workplace culture and employee experience.
Traditional engagement metrics can tell you
if employees think they want to stay, if they feel
motivated, if they like their boss. But they don’t
tell you which aspects of your company culture
make them feel that way. Does your purpose
as an organization make work meaningful?
Do your leaders inspire employees to do the
best work of their lives? Does your culture
value individual contributions and celebrate
successes? The prevailing wisdom is that you
can’t buy engagement. Because engagement
represents people passionately (and voluntarily)
pouring their hearts and souls into their work, all
organizations can do is create the kind of culture
employees feel drawn to engage with. That’s
it. The employee experience you provide is the
faucet that turns engagement on … or off.
In your search for employee engagement
software, first choose a partner that can help
you go beyond engagement and measure
your company’s culture. But more importantly,
This next year, instead of measuring
engagement again and seeing only random,
incremental changes, move beyond engagement
and start measuring your total employee
experience. Then use what you’ve learned to
transform your culture into one that helps people
do and be their very best.
Organization: O.C. Tanner
Headquarters: Salt Lake City, Utah
HR Challenge Solved: Helping thousands of companies in;uence greatness
by creating engaging cultures where people accomplish and appreciate great