Mini Culture Health Check
How healthy is your culture?
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Quiz Transcript
Mini Culture Health Check
How healthy is your culture?
1. Do you have clearly defined cultural foundations – a business purpose, mission, values and behaviours?
Yes - we talk about them all the time and use them daily to make business decisions.
Yes - but ‘behaviour’ isn’t always in line with what we say we stand for.
We have defined some values but not everyone really knows what they mean for them in their individual role.
No, we haven’t defined these.
1 / 6
2. How serious are your leaders about culture?
Very – they see it as a long-term, strategic priority owned and led by the CEO and senior team. All our leaders are superb role models for expected behaviour.
The leaders are involved in specific ‘culture’ projects but aren’t all aligned on culture as a key long-term strategic priority.
Our leaders tend to pay lip service to culture and activities are viewed as standalone ‘people’ initiatives.
They don’t see culture as a strategic priority.
2 / 6
3. Is everyone in the business clear on company-wide goals, strategy and plans?
Yes – everyone in the business can clearly articulate what success looks like for the company, the plans to achieve success and how their role contributes to that success.
There are regular company-wide updates on strategy and plans but it’s not always clear how or why decisions are made, and we don’t ask the wider business for feedback and input.
There are clear goals, strategy and plans but this information is shared, and discussed, with the senior leaders only.
No, we haven’t really defined these.
3 / 6
4. Does your environment and supporting people approaches mirror your culture and drive better performance?
Yes – they’re fully aligned. Our purpose and values drive all our people decisions – who gets hired, rewarded, promoted and let go – without exception.
We know that some of our working practices and people approaches are driving better performance but sometimes people are still rewarded for results even when they’ve done it in a way that’s not in line with our values.
We have a lot of people policies and practices, but we have little evidence to show that they are driving the behaviour, performance or results we’re looking for.
We haven’t thought about it, but we know people are working pretty long hours and wanting greater flexibility in their work.
4 / 6
5. How do people approach performance in the business?
Everyone takes responsibility for their own performance and we have a collective attitude to getting better.
We engage in improvement practices such as performance reviewing and feedback, but people still need to take more ownership for driving their own development.
People tend to wait for feedback and performance reviews to happen to them. Our performance reviewing process is pretty painful and we’re not very good at giving constructive feedback that sparks improvement.
Performance is a bit of a dirty word, we shy away from feedback and don’t do much reviewing of our performance.
5 / 6
6. Are your people brilliant brand ambassadors for you?
Yes – they consistently say great things about us and always recommend us to colleagues, friends and family.
Most people would be positive about us, but they wouldn’t go out of their way to recommend us to others.
It varies a lot depending on what’s going on in the business at the time.
No, there’s a lot of negativity across the business right now.
6 / 6
You scored a 0
You've not yet defined your culture.
Your culture needs immediate attention. You probably haven’t clearly defined the cultural foundations of your business and you’re likely to be suffering with a disengaged, under-performing team. You certainly aren’t making the most of everyone’s talent and capability. It’s time to sort this out. A full health-check will give you absolute clarity on what you need to do.
You scored a 17
Some good things in place, but so much more you can do.
There is evidence of some of the building blocks needed for a strong culture, but in reality, you’re unlikely to be making the most of everyone’s talent and capability. There’s still a lot to do to create and fuel a people-first, high-performance culture. Take a full health-check and find out exactly what you now need to do.
You scored a 33
You're on the right path.
Congratulations – on the face of it your culture’s in pretty good shape and you’re on the right path to achieving a people-first high-performance culture. But, is your assessment based on your own opinion, or is it the aggregated view of everyone in the business? It’s time to take a full health-check to find out exactly how your people feel and get clear on where you now need to focus.