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How companies can help their employees become "future ready"

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By teaching their workforce technical, human, and learning skills, organizations will be better prepared for the challenges of tomorrow

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Get the most out of Google Workspace with these training resources designed to help you with each product.

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How to Develop Questions for an Employee Focus Group

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The Whatfix Blog | Drive Digital Adoption

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What Is Video Onboarding? +Types, Examples, Tips - The Whatfix Blog | Drive Digital Adoption

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Video onboarding is an engaging way to welcome new employees and help integrate them into the team efficiently.

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By Vibons
1 min read

At Google, 80% of all tracked trainings are run through an employee-to-employee network called "g2g" (Googler-to-Googler). The "g2g" learning program is created to offer first-hand knowledge in different fields, from employees to employees.

What makes the program so successful?

Summed up in one sentence, it promotes a culture that values learning.

First, Google acknowledges the employees' right to learn. Second, it gives them an opportunity to grow with an on-the-job-training and allows them to give back to other employees by participating in the program. Finally, with the g2g program, the company trusts its employees "to be smart, capable and motivated and have the capacity to grow the organization's learning culture."

To learn more, check out the infographic below.

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7 Things You Should Know About Google's g2g Training Method -vibons

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At Google, 80% of all tracked trainings are run through an employee-to-employee network called "g2g" (Googler-to-Googler). The "g2g" learning program is created to offer first-hand knowledge in different fields, from employees to employees. What makes the program so successful? Summed up in one sentence, it promotes a culture that values learning.

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Company culture is the hottest topic in HR today. Great company cultures attract, engage, inspire, and retain top talent. Organisations with the best workplace cultures see great strides in innovation and performance, while those who struggle with company culture have challenges with recruitment, retention, and productivity.

Companies are looking for ways to improve their corporate cultures and help their people thrive. But if you're new to the culture game, you may not know where to start, or what culture even entails.

Use this glossary to learn about and understand the most common and trending workplace culture terms, buzzwords, and questions. Start with the most common culture FAQ's (like: What is the definition of company culture?) and then learn more about the different types of workplace cultures and browse our glossary of corporate culture terms. Finish by reading about companies that get culture right. Once you have a better lay of the land, you can then start focusing on improving the most crucial areas that will impact YOUR company culture the most.

FAQs about Company Culture
Company culture, corporate culture, organisational culture, and workplace culture all refer to the same thing-the essence of the company you work for. While culture may not be something you see and touch, it is something your employees feel and affects all parts of their employee experience. In the FAQ section of the Company Culture Glossary, you will find common answers to questions about improving and creating a postive work culture, such as:

What is company culture?

What role does workplace culture play in an organisation?

Why is company culture important?

How can I build and/or improve my company culture?

Types of Workplace Culture
Learn about the various types of workplace cultures, where human resource leaders have intentionally created a positive workplace environment. Does your company have a purpose-driven culture, or does your company culture lean more towards a market-driven culture? You likely will find your workplace culture is a combination of several types of organisational cultures. See which type of culture you have in your workplace.

Glossary of Corporate Culture
Here, you will find a complete Glossary of Corporate Culture that highlight many aspects of workplace culture, and how your company can implement each aspect of organisational culture successfully to help your employees feel valued. In this section, you will find that appreciation, employee recognition, and burnout all impact workplace culture and employee engagement.

Examples of Great Culture
After you have learned about workplace culture, check out eleven work culture examples that lead to happy employees. Take notice that these companies that have strong company cultures have happy employees AND lead in company performance, proving yet again, that a positive workplace culture can yield powerful business results.

"Our workplace culture is definitely one of our biggest differentiators. People work here because they believe in our mission and culture. It's up to us to ensure that culture is sustainable. By having effective recognition solutions in place, we are able to encourage people to align with our mission while demonstrating their own unique work ethic and passion."

-Dana Ullom-Vucelich, Chief Human Resources & Ethics Officer at Ohio Living

Read more about the latest trends in workplace culture in our 2021 Global Culture Report

Ready to create a positive company culture? Check out Culture Cloud

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Company Culture: Glossary of Corporate Culture | OC Tanner

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Company culture is the hottest topic in HR today. Great company cultures attract, engage, inspire, and retain top talent. Organisations with the best workplace cultures see great strides in innovation and performance, while those who struggle with company culture have challenges with recruitment, retention, and productivity.

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Case Studies Archive - Growth Transformation Consultants | Prophet

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Cookie Consent Cookies allow us to improve your experience on our site. By continuing to browse, you agree to the storing of cookies on your device. To learn more about the cookies we use and how we use them, please see the "Use of Cookies" section in our privacy policy.

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How to measure Diversity and Inclusion for a stronger workplace | SurveyMonkey

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Companies have started to recognize the importance of diversity and inclusion-but few have found ways to hold themselves accountable to real change. The first step for an inclusive company culture is to measure D&I. Surveys are the perfect tool for measuring the feelings and opinions of your workforce at scale.

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5 things HR teams get wrong about company culture | SurveyMonkey

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SurveyMonkey delivers People Powered Data to organizations around the world. From simple surveys to advanced feedback solutions and enterprise offerings, SurveyMonkey products work for any use case or budget

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Question text:
Which one of the following issues matters MOST to you right now?
Which of the following best describes you?
Overall, how satisfied or dissatisfied are you with your current job?
How well do you think you are paid for the work you do?
How would you rate the opportunities your company provides for you to advance your career?
How much do you think your contributions at work are valued by your colleagues?
How much control do you have at work over the tasks you do, the way in which you do them, or the timing of when you do them?
How meaningful is your work to you?
Has the coronavirus outbreak changed how you feel about your job?
Compared to before the coronavirus outbreak, would you say it's gotten easier or harder to do your job effectively, or has it been about the same?
How would you rate the overall morale among you and your coworkers these days?
How confident are you that your organization's leadership is making the right business decisions to manage through the current environment?
How worried are you that you will lose your job or have your hours cut in the coming weeks because of the coronavirus outbreak?
In the last three months, have you seriously considered quitting your job?
Have you been doing your job from home or remotely in recent weeks?
Thinking ahead to when things are safe again, how often do you think you will want to work from home? (AMONG REMOTE WORKERS)
Which, if any, of the following measures would you like to see your employer implement before you return to work in-person? (Select all that apply.) (AMONG REMOTE WORKERS)
Even though you are not working from home, how many of your coworkers would you say are currently working from home? (AMONG NON-REMOTE)
Which steps, if any, has your workplace already implemented? (Select all that apply.) (AMONG NON-REMOTE)
Which of the following measures would you like to see your employer implement? (Select all that apply) (AMONG NON-REMOTE)
How safe have you felt going to work during the pandemic? (AMONG NON-REMOTE)
How satisfied are you with the measures your company has put in place to keep you safe at work? (AMONG NON-REMOTE)

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CNBC|SurveyMonkey Workforce Happiness Index: May 2020

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Question text:Which one of the following issues matters MOST to you right now?Which of the following best describes you?Overall, how satisfied or dissatisfied are you with your current job?How well do you think you are paid for the work you do?How would you rate the opportunities your company provides for

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Organizations that find success have cultures based on a strongly held and widely accepted set of beliefs supported by structure and strategy.

Employers have vital roles in building a strong culture. Employers have to push their core values with appropriate rewards and recognition, from recruiting and selecting applicants to developing orientation and training programs.

Cloverleaf Company Culture Assessment

A company culture assessment is an evaluation that helps organizations differentiate between ideal culture and its true organizational culture. Company culture assessments analyze a businesses' cultural aspects like expectations, experiences, philosophy, and values that develop team members' behaviors in an organization. In a workplace, organizational culture is created through beliefs, attitudes, and rules in place over time.

Culture includes an organization's vision for itself and its employees. Merely stating an organization's culture is how things are done there. Organizations need to evaluate whether they are creating a healthy culture or not.

The Framework

The Company Cultural Assessment follows the Competing Values Framework by understanding its competencies, which originates from research in effective organization development. A framework is tested and implemented many times to analyze and evaluate their organizational culture.

The Competing Values Framework (CVF) contains four primary quadrants. A few factors are similar for organizations; specific distinguishing characteristics make every organization different. Some companies may show flexibility and adaptability in their current culture, while other companies may be more efficient in demonstrating stability and control.

CVF Background

The Competing Values Framework (CVF) was created over 25 years ago to research organizational culture. Numerous studies have since validated it. The concept is simple to understand, and companies use CVF to understand the latest changes in their company culture.

It is important to recognize that organizational leaders may not reach a consensus on what it means to create an effective culture. How can we assess the organizational culture to know if one is different from another?

Those with leadership in businesses regularly confront issues that prevent innovative thinking - organizing and deploying resources, including how to grow and change the current system collectively. These leaders must determine engagement while recognizing that doing so requires awareness of their employees' every day tensions. These competing tensions are what compose the Competing Values Framework.

These differences represent different dimensions that constitute the Competing Value Framework's rudiment. Below are the following quadrants that are associated with the CVF.

The Collaborate Quadrant

The Collaborate quadrant represents the people, process, and purpose in an organization's culture, giving rise to cooperation within its workforce. Businesses in the Collaborate quadrants are loyal to their community and focus on communicating their ideas effectively.

Those in the Collaborate quadrant are oriented towards involvement and building commitment over a specific period. Businesses in this quadrant seem to function based on their employees' choices. Employees with leadership roles in the organization tend to believe that relationships are built on trust and nurturing their community.

In businesses like these, unified behaviors produce a robust organizational image. The image is created not only for its employees but also for its customers. It is easy for customers to trust these organizations and associate with their brand.

The Create Quadrant

The Create quadrant represents an organizational culture that favors creativity, vision, and innovation. Businesses that fall into this quadrant think of instant culture change. With these types of business cultures, innovation is more critical. They enjoy continually being able to rediscover themselves as an organization.

Businesses that fall into this quadrant follow a culture characterized by experimentation and flexibility while continuously looking into the future. The focus is on generating ideas and enjoying entrepreneurial activities.

The leaders in these cultures build their organizations with a compelling vision that gets translated into their organization's culture.

The Complete Quadrant

The Complete Quadrant focuses on companies with a culture of aggressive competition and achievement. These companies follow a competitive culture that believes in focusing on results and the best way to approach them. Organizations like these are identified as winners or losers.

Many of these companies' driving purpose is market shared goals, profits, revenues, speed of response, and brand equity.

The Control Quadrant

The Control quadrant best represents employees and a culture that practices dependable performance. Companies with these work cultures tend to be systematic, careful, and practical.

These organizations' work culture focuses more on planning, efficient systems, and processes like enforcing compliance. These work cultures' driving purpose is mainly high-quality optimization, cutting costs, and establishing policies or strict procedures that need to be followed perfectly.

An advantage of the Competing Values Framework within a Company Cultural Assessment is that it is based on well-developed theories. Research has gone into understanding where each organization falls. This framework provides an array of guidelines and prescriptions to improve a company's culture and performance.

Know Your Culture First to Assess It

What values determine the culture of your organization? Even though your group may not be observable immediately, finding a set of values helps develop how you want your group to look.

If you need a Company Cultural Assessment, you may want to know what kind of culture is being followed in your business. It is important to note that no culture is good or bad before developing your desired culture. No two businesses have a shared work environment. This is because company culture cannot be copied. Instead, it must be built.

The following are a few simple ways you can identify your company culture.

Innovative Culture

Organizations that tend to have innovative cultures are flexible, adaptable, and ready to experiment with new strategies. Companies with this culture see themselves downplaying designations, titles, and hierarchies.

Aggressive Culture

Companies with aggressive cultures want to outperform their competitors. Competition is a core value associated with these types of organizations. It is likely that these businesses would fall short of corporate social responsibilities and would see themselves following the phrase "do or die" seriously.

Results-Oriented Culture

Companies that have vigorous cultures are those that emphasize actions compared to any other quality. They are often sales-oriented, where figures and numbers are put on the table every time they engage in a discussion. These companies hold employees and their managers accountable for success. They often use systems that reward employees for their achievements.

Stable Culture

Organizations with stable cultures are typically bureaucratic. When their work environment is stable and predictable, they function the best. Therefore, this culture prevents quick action and may not be fit to handle dynamic changes. Public sector institutions may see themselves as organizations with stable cultures.

Employee-Oriented Culture

If the Company Culture Assessment is a step one of your business leaders needs to take, you first need to identify yourself with specific core values and culture types. Through these values, your company would understand where you stand at present and where you wish your company would be in the future.

Company Culture Assessment Questions to Ask

A Company Culture Assessment survey helps organizations understand their culture while also measuring specific values. The right set of questions can help collect information from your team's values and culture. Employee engagement contributes to the culture of an organization.

Do one or more organizations share the same values? No. Organizational culture cannot be replicated, nor can it be copied.
As an organization, it is essential to know your culture if you haven't deployed a survey to your workforce to assess.

Based on your employees' responses, you'll be able to analyze some new long-term improvements where your organization's culture can be enhanced. These roles require dedication and commitment, as change cannot be implemented overnight. Your organization must start laying the foundation to make a significant impact.

Understanding Company Culture

The company culture assessment teaches you about the work environment you provide for your employees. To enhance that culture, you need to understand your existing culture. A complete view of an existing culture can help support your accomplishment of organizational missions and goals.

It can be difficult for businesses to assess and understand their own company culture. When your employees are at work on a daily basis, many of the manifestations of their culture appear nearly invisible. Assessing your organizational culture might feel like trying to teach someone how to tie their shoes - you are just used to doing it. Once you've tied your shoes everyday for years on end, it becomes hard to describe the process to another person, let alone an entire team.

About the Cloverleaf Company Culture Assessment

The Cloverleaf Company Culture Assessment is a proprietary assessment developed by Cloverleaf. The test consists of 23 questions and takes approximately 6-8 minutes to complete. The test is based heavily on the research conducted by Geert Hofstede, a Dutch social psychologist who did a pioneering study of cultures across modern nations in the 1950's.

Hofstede's early work looked at factors like power distance, management quality, and styles and other learned collective group beliefs. The Cloverleaf Culture Pulse Assessment measures cultural 'anchors' across 6 areas:

Management Philosophy - Support vs Performance

Organizational Control - Loose vs Strict

Organizational Effectiveness - Means vs Goal

Audience Orientation - Internal vs External

Personal Approachability - Approachable vs Guarded

Group Identity - Community vs Professional

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Company Culture Assessment: Definition & Framework - Cloverleaf - Cloverleaf

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Organizations that find success have cultures based on a strongly held and widely accepted set of beliefs supported by structure and strategy. Employers have vital roles in building a strong culture.