How to do a basic culture audit!
What is a Culture Audit?
A Culture Audit is a systematic examination and analysis of Organisational Culture and is the first step towards Culture Change. An audit is designed to reveal deep insights into the inner workings of an organisation (such as a business, school, or charity). It doesn’t cover the products or services that make up the business of the organisation. Rather, it uncovers the human side - how well people work together, their collective beliefs and processes.
A Culture Audit can be conducted by an internal team, or an external team such as by consultants like ourselves. It normally involves tasks like:
Determining desired culture. Sometimes this is treated as quite separate from the audit process, but it’s helpful to provide a comparison point and longer term goal.
Data collection such as surveys, interviews, focus groups.
Data analysis to figure out the current culture.
Presentation of results to all stakeholders.
The output should be an identification of the current culture with respect to the desired culture, which then helps leaders identify areas of strength and areas in need of improvement. This improvement process is known as Culture Change and the benefits of a positive culture can be profound.
How to Conduct a Culture Audit
Auditing the culture in an organisation or business involves assessing the values, behaviours, and overall environment within the organisation. Here are some steps you can follow to conduct a culture audit yourself:
Define the purpose: Clearly define the purpose and objectives of the culture audit. Determine what aspects of the culture you want to assess and why it is important for the organisation.
Formulate an audit plan: Develop a comprehensive plan outlining the audit process, timeline, resources required, and the individuals or departments involved. Determine whether you will conduct the audit internally or hire external consultants.
Collect relevant data: Gather data through various methods to gain insights into the organisational culture. Use a combination of quantitative and qualitative data collection techniques such as surveys, interviews, focus groups, observations, and document reviews. Ensure the data collection methods are appropriate for the size and structure of the organisation.
Identify cultural indicators: Define the key cultural indicators or dimensions you want to assess. These may include communication, teamwork, leadership styles, decision-making processes, employee engagement, diversity and inclusion, ethics, and values alignment.
Analyse the data: Analyse the collected data to identify patterns, trends, and gaps in the organisational culture. Look for both positive and negative aspects that impact the overall culture. Use statistical analysis, thematic analysis, and qualitative coding techniques to derive meaningful insights from the data.
Compare with desired culture: Compare the current cultural state with the desired culture defined by the organisation's mission, vision, and values. Identify areas where the current culture aligns with the desired culture and areas that require improvement.
Identify strengths and weaknesses: Identify the strengths and weaknesses of the organisational culture. Recognise cultural practices that contribute to the organisation's success and areas where the culture may hinder growth, productivity, or employee satisfaction.
Generate recommendations: Based on the analysis, develop actionable recommendations to align the culture with the desired state. Provide clear steps and strategies for addressing the identified weaknesses and enhancing the strengths. Consider both short-term and long-term initiatives.
Implement and monitor changes: Work with organisational leaders and stakeholders to implement the recommended changes. Establish metrics and mechanisms to track progress and monitor the impact of the implemented initiatives. Regularly assess and reassess the culture to ensure continuous improvement.
Communicate findings and involve stakeholders: Prepare a comprehensive report summarising the audit findings, recommendations, and proposed action plans. Share the report with key stakeholders, including senior management, department heads, and employees. Encourage their active involvement and support in implementing the recommended changes.
Remember that a culture audit is an ongoing process, and it is important to periodically reassess the culture to ensure it remains aligned with the organisation's goals and values.
Need help with a culture audit? Get in touch
We are a friendly Poole, UK-based culture consultancy. If you’d like help with any of the topics in this article, or for advice or support in setting up or conducting a culture audit, please don’t hesitate to get in touch.