Culture Survey Summary:

• It is important for managers and leaders to know the thoughts of their employees about the organisation. This is because employee feedback can help to identify areas where the organization can improve.
• This is a tool for higher level leaders, where they can see how employees perceive the culture being fostered by those who manage them.
• The H Factor culture survey gives insights into the management behaviours that can be nurtured to achieve a productive and psychologically safe workplace culture.
• The H Factor system enables benchmarking and tracking of changes in the perception of the organisation's culture over time.
  

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IMPORTANCE OF THE QUESTIONS IN THE CULTURE SURVEY

• Focus on Short Term Tasks versus Staff Need

​​Prioritize effectively: Differentiate between urgent tasks and those that can wait. Focus on completing urgent tasks that contribute to short-term goals while setting aside time for staff needs like training or personal development.

Open communication: Maintain open communication channels with your staff. Understand their needs and concerns, and incorporate their feedback into the work process. This helps build trust and ensures everyone feels valued.

Invest in your team: Allocate resources for training, development, and well-being initiatives. This demonstrates your commitment to your team and fosters long-term growth and engagement.

• How We Respond To Mistakes

Understanding expectations: Knowing how management reacts to errors helps establish clear expectations, reducing anxiety and uncertainty. You can approach tasks with confidence, knowing the potential consequences of missteps.

Psychological safety: A predictable and supportive response from management fosters a psychologically safe environment. Employees feel comfortable taking risks, voicing concerns, and admitting mistakes without fear of harsh consequences. This environment fosters innovation, learning, and growth.

Job security and trust: Knowing that management focuses on understanding and learning from mistakes rather than blame and punishment enhances job security and fosters trust. This, in turn, increases employee engagement and reduces the risk of turnover.

• Our Acceptance of New Ideas

Psychological safety: Knowing your ideas will be heard and considered, even if not immediately adopted, fosters a psychologically safe environment. This encourages employees to think outside the box, take risks, and share their unique perspectives, leading to increased innovation and creativity.

Motivation and engagement: When employees feel their ideas are valued, they are more engaged in their work and motivated to contribute. This results in a more positive and productive work environment.

​Sense of ownership and belonging: Being involved in the decision-making process and having your ideas acknowledged fosters a sense of ownership and belonging within the organization. This strengthens employee loyalty and commitment.
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• Do We Talk About and Apply Our Values Statements

​Alignment and trust: Seeing a visible effort to integrate values into everyday practices fosters a sense of alignment between personal values and company culture. This boosts trust in management and creates a more positive work environment.

Increased engagement and ownership: When employees witness values actively guiding decision-making and behavior, they feel more connected to the company's mission and purpose. This leads to increased engagement, ownership, and motivation to contribute.

Enhanced morale and belonging: Consistent values application fosters a sense of belonging and community within the organization. Employees feel their contributions are valued and aligned with the bigger picture, boosting morale and overall well-being.

• Planning For The Future

​Clarity and direction: Knowing the company's goals and roadmap for the future provides a sense of clarity and direction in your own work. You can align your individual goals and aspirations with the organization's trajectory, leading to greater job satisfaction and motivation.

Skill development and growth: Understanding the future direction of the company can help you identify the skills and knowledge you need to acquire to stay relevant and advance your career within the organization. You can proactively seek training and development opportunities to equip yourself for future challenges and opportunities.

Decision-making and risk assessment: Knowing the management's plans can inform your own decision-making within your role. You can make informed choices about taking on new projects, pursuing internal opportunities, or even considering your long-term future with the company.

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WHEN USING THE H FACTOR SYSTEM

WHO HAVE THE ACCESS TO THE ANSWERS of the culture survey?

Your answers to the questions are kept anonymous. They cannot be seen by your manager and are only used in summary form for business reporting. This information helps management to better understand how things are going in the business - from your perspective.

how many times can i answer the survey?

You can only complete the survey once in any 3 month period.

where can i access the answers to the culture survey?

In Insights under HR Tab, you can check the answers to the Culture Survey. Only H Keepers can see the charts about the summary based on everyone's responses to all 5 management questions and also the interpretation of the Culture Assessment. 

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Disclaimer: The information on this page is general guidance material. We recommend that you seek advice that takes into consideration the specific circumstances of your business, employment contracts, and/or other employment conditions. 

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