1. HAVE YOU GOT PROOF? A LOOK AT THE DATA ORGANISATIONAL CULTURE KEN WALLIS

2. ORGANISATIONAL CULTURE What is it? How do we describe it? “The way we do things around here”. What does it look like when it’s positive? What does a ‘toxic’ culture look like? What do you think your organisation’s culture might be? How can you find out? Toxic Positive

3. WHY MEASURE CULTURE? Are we what we think we are? Are we comparable? What are we doing well? What needs to be improved? How do we plan and deliver improvements? Is our view of the Value Proposition the view of others?

4. DOES YOUR ORGANISATION MONITOR ITS CULTURE? HOW?

5. HOW? Talking Research Assessment, monitoring, evaluation Consultation Reporting analysis Benchmarking Surveys

6. Using an organisational survey provider Tailoring it to your needs Ensure flexibility If benchmarking is required check that it can be benchmarked against LG Longitudinal data comparisons Aim for both quantitative and qualitative responses Start with the end in sight How?

7. EXAMPLE: INSYNC SURVEYS EMPLOYEE OPINION AND ENGAGEMENT SURVEY Survey designed to: Measure employee attitudes and engagement levels across a range of key cultural and performance aspects Align management and employee expectations Benchmark results with other organisations to measure performance against external standards To enable workplace satisfaction variables to be measured (and benchmarked) over time Enhance workplace satisfaction through a commitment to research and reflections

8. SURVEY DESIGN Core, benchmarked items plus additional, council-based About me About my immediate work area About my organisation Overall satisfaction Employee engagement Importance and Performance 7-point Likert scale rating Bi-variate methodology  Gap scores

9. THE DATA – BENCHMARKED RESPONSES

10. DATA – BENCHMARKED DATA

11. 2014 Top 5 gaps Mean 2012 Top 5 gaps Mean Keeping skilled employees 2.4 9 Cooperating across work areas 2.44 Trust among people in our Council 2.44 Trust among people in our Council * 2.30 Cooperating across work areas 2.32Keeping skilled employees1.88 Continuously improving the way we do things 2.28 Valuing employees at our Council 1.80 Valuing employees at our Council 1.86 Having the resources to achieve my work area’s goals 1.84

12. DATA – ENGAGEMENT LEVELS

13. EMPLOYEE ADVOCACY – NET PROMOTER SCORE Net Promoter Score 33% - 30% = +3 PROMOTERS - DETRACTORS

14. NEXT STEPS Communication strategy Action planning - prioritised actions Detailed responses at workplace/unit/team level Alignment with existing organisation development initiatives

15. DISCUSSION QUESTIONS