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© Visier, Inc. All rights reserved. Visier and Visier logo are trademarks of Visier, Inc.
All other brand and product names and logos are the trademarks of their respective holders.
Measuring complex things: a look
at “datifying” organizational
culture
Lecayle Hubert
Sr. Customer Education Manager @ Visier
August 2018

6
Agenda
● Objectives
● What is organizational culture?
● Why do we want to measure this?
● Activity - what are your organizational
values?
● How do we get started?
● How will my current analytics tool
support my efforts?
● Business case: a culture of learning,
and development at Bluesphere
● What else is already being done to
study this?
○ Are there any pioneers to watch?
● Wrap up/Q&A

Objectives
• Define organizational culture
• Explain how measuring culture can
positively impact your bottom line
• attract talent
• retain talent
• save money
• Discuss what is currently being
done re: culture research
• Apply analysis to enhance your
assumptions/understanding of
culture’s impact
7

8
What is culture?

Culture is
• Shared
• Pervasive
• Enduring
• Implicit
10

“In a 2016 survey leaders
said culture is a top issue
they face—with 86% touting
it as “very important” or
“important” and 82%
believing culture to be a
competitive advantage.”
12

13
Schein’s Model of culture
Assumption
(Unconscious
behaviours)
Espoused Values
(standards, values, policy)
Artifacts (structure, location,
branding, logos, clothing,
language)

14
“Only 51% of
managers say
they know what
to do about
gender
diversity”
➔ Women in the Workplace (2016)

Assumptions...
• What is the truth?
• Human nature
• Unconscious behaviours
• Hard to measure
• Inform our values
15

“60% of executives strongly
agreed that they know what
their company stands for
and what makes its brand(s)
different from its
competitors, compared with
46% of managers.”
16
Do you know your values?

Visier’s Values
17
● We aspire to greatness
● We delight our customers
● We innovate
● We win as a team
● We realize our potential
● We act as owners

18
“A mismatch between structure and culture is a recipe for a major disaster.
A software company that has to move quickly cannot have the hierarchical
structure of a bank.”
➔ Brighton School of Business and Management

Artifacts
19
● Structure
● Location(s)
● Branding
● Events
● Employee perks
● Technology
● Partnerships
● Sponsors

20
Take a moment to write down at least two
of the following that affect your
organization:
● Assumptions
● Values
● Artifacts

How can we
start to dig
deeper?
21

How do we measure culture?*
• Measuring culture progress
• Telling a story
• Knowing subcultures and patterns
• Identifying skill gaps
• Discover Role Models for Culture
22
*Source: Analytics in HR

How do we measure culture?*
• Measuring culture progress
• Telling a story
• Knowing subcultures and patterns
• Identifying skill gaps
• Discover Role Models for Culture
23
*Source: Analytics in HR

Telling a Story
• Demographics
• Exits
• Hires
• Locations
• Remote offices/employees
• Learning activities
• Hiring activities
• Performance
24

Employee NPS Score - Do you like working
here?
26
● Based on the original NPS
framework
● Measure of “employee loyalty”
● Will an employee recommend your
organization as a place to work?
● Simple, fast, and easy to distribute
● A good place to start
● Too simplified

Bluesphere is an
organization that values
innovation and wants to
foster a culture of learning
and leadership development.
27
What artifacts could we use to provide insight?

What are the measures for learning and
leadership development?
• Discover existing talent
• Attract new talent
• Retain high performers
28

What can you discover
with analytics?
29

What drives participation in learning today?
30

Are employees that participate in learning
promoted?
31

Where can our employees go?
32

How do our candidates rate our
hiring experience?
33

Does our hiring process reflect
our diverse workplace culture?
34

Does learning participation impact the
resignation rate?
35

Which employees are at risk of leaving?
36

Digging deeper, is learning a factor?
37

38
What next?

What is being done today?
• Employee NPS Scores
• Would you recommend working here?
• Engagement studies
• Myers briggs, DISC, OII
• Independent research
• Test your own hypotheses!
• Analytics tools
• Academia
• Schein
• Myer
• MIT
• Great Place to Work 39

Thank you
40

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