DecisionWise

An organization’s culture consists of the values, beliefs, attitudes, and behaviors that employees share and use on a daily basis in their work. The organizational culture of a company determines how employees describe where they work, how they understand the business, and how they see themselves as part of the organization. It is important to analyze and improve an organization’s culture by gathering feedback from employees to see how aligned they are with the current and/or desired culture. Values are also important because they describe the way we achieve the overall mission of the organization.

When addressing an organization that has employees, we define culture as those values, norms, guiding beliefs, principles, and common understandings that are shared among members of the organization as the proper way to behave, think, and approach the organization’s work and mission. Again, the experience tells us how the organization’s shared norms and values are impacting the employee, and when we aggregate the employees’ responses from surveys we send them, we uncover an array of insights that help us know how we might change or strengthen the culture. If alignment between the employee experience and the individual’s personality, viewpoints, values, etc., is high, then the individual will bring more of themselves to the organization’s mission and purpose. ’s culture and the way the organization’s culture is experienced by its employees.

5 Tips For Giving Effective 360 Feedback” The next time your boss, colleague, direct report, or friend comes to you for input on a 360-degree feedback survey, remember these five points to ensure your feedback is immediately conducive to the personal improvement of the recipient. For more on giving effective 360-degree feedback, read the full blog: 5 Tips for Giving Effective 360 Degree Feedback” Learn more about our 360-degree Feedback platform:

Managers help reinforce meaning within their teams by talking frequently about the mission and goals of their organizations, departments, and teams to help employees clearly see how working toward those goals is personally important to them. Managers can help their team members by being attentive to their career and development goals. A manager can help team members improve their engagement by showing them how their contributions are integral to the success of the larger team, the organization, and to the organization’s customers, clients, or patients. Taking the time to recognize the efforts and contributions of team members can also help them feel a sense of impact, not to mention a sense of connection and care.