If your take is that company culture should have a seat at the big table, just as ROI or business development, there are metrics you can look at.
There are reliable, data-driven ways to measure an organization's culture. One trend Taro Fukuyama, CEO of Fond, saw among his customers is using eNPS scores to measure culture objectively
, and working objectively to improve based on the collected employee feedback.
The Employee Net Promoter Score
(short: eNPS) survey can be a powerful way understand the overall level of engagement of your workforce and the strongest drivers of that engagement - if read correctly, this is a quick way to measure company culture.
The eNPS works similar to the traditional NPS and start with the simple question: How likely is it that you would recommend this company as a place to work?
Employees answer with a score ranging from 0 (not at all likely) to 10 (extremely likely), and fall into three categories based on their ratings. The survey responses are collected and an overall score is calculated. That score will give you a high-level understanding of the overall happiness of your workforce - and with that you'll have an idea how well your company culture is doing.
After this first step, an even more important second question follows: What's the primary reason for the score you gave?
This is what you're doing it for. You want to find out why an employee gave a negative score or what made an employee give you top points. Asking this open-ended question and examining the responses helps you understand the biggest drivers of employee happiness and engagement at your company. While examining responses to the second question, make sure to divide the result into helpful clusters such as:
- What are happy employees saying that makes them particularly likely to recommend your company as a place to work?
- What's holding neutral respondents back from being happy?
- Is the dissatisfaction of unhappy employees stemming from something that can be addressed immediately?