Social Culture Quality Audit
Every person is unique. Every organization is unique.
Every organization’s culture is unique.
Stop seeing your organization through your eyes.
Start seeing your organization the way your employees view you.
Cultures consist of policies, people, identities, and experiences. People have overlapping identities, leading to different experiences even within the same organization or department.
Off-the-shelf surveys use questions that sound and feel good but lack depth of detail or insight to understand the nuances within the organization’s cultures, focusing on contentment and engagement at the macro level. Often, they give little visibility into specific gaps and misalignments between micro-cultures.
Intended and Permitted Cultures
Intended cultures are:
Explicitly communicated behaviors and expectations
Company’s governing intentions for interactions between peers and with management
Permitted cultures are:
Organic and implicitly allowed
Real-world behaviors and interactions between peers and with management
Allowed across the organization
Possibly outside the Intended culture when interactions and behaviors are accepted
While you may have the best intentions, permitted cultures that exist outside - or even despite - your policies can create unhealthy cultures that negatively impact:
Macro and Microcultures
Macro-cultures are the entirety of the cultures existing within an organization.
Micro-cultures are cultures within the macro-culture.
When working in harmony, the micro- and macro-cultures are healthy.
Holistic, Employee-Based Visibility
WHY USE THE SOCIAL CULTURE QUALITY AUDIT
Organizations must view culture holistically, taking into account:
Every aspect of social identity
Specific microcultures within the macroculture
Employees’ experiences with the cultures that exist around them
Defined Values That Measure Macro and Microculture Impact
The Social Culture Quality Audit™ starts with 14 core questions that:
Return defined values
Establish a macro-level baseline measure of permitted implicit culture
From there, clients can incorporate demographic information and questions that:
Enable detailed understanding of the culture experience by demographic
Accurately define culture qualities of micro cultures
Accurately identify focus areas for the most meaningful culture improvements
Identify, Measure, and Collaborate for Success
The Social Culture Quality Audit™:
Identifies the culture qualities at both the macro- and micro culture levels
Measures specific culture elements
Measures the quality and health of an organization’s culture from the employee perspective
Segment results based on various demographics
While you can’t wave a magic wand to gain visibility, you can work with us to:
Measure your Culture Qualities
Better understand the culture experience of your employees
Build out the policies and procedures that support your desired culture
Give your employees the knowledge, skills, and insights to make your culture welcoming and inclusive
Map out how to achieve your culture goals
Demographic measures can include any combination of:
• Gender Alignment
• Race Ethnicity
• Sexual Orientation
• Relationship Status
• Religious Affiliation
• Disability Status
• Neurodiversity Status
• Caregiver Status
• Political Affiliation
• Education Status
• Housing Status
• Body size
Years with organization
People Are Our Priority
The Social Culture Quality Audit™ survey is administered by FIC Human Resource Partners, LLC. Personal Identifying information will not be shared with any third parties, and our reports to your organization will not relay any identifying information about respondents or their answers.
All responses are provided anonymously. Respondents are not asked to provide any personal details that can specifically identify them, such as:
● Email addresses
● Employee numbers
● Position titles
FIC Human Resource Partners will never report a demographic measure so small that the identity of the respondent(s) in that demographic can be identified.