Measuring Culture and EVP

It's tempting to judge culture by easy numbers.

Vanity metrics tell you what you want to hear, not what you need to hear.

Are you attracting suitable people? Are colleagues choosing to refer talent?

When it comes to engagement surveys, you need to read scores, participation rates and eNPS together.

High engagement with falling participation could hide a problem.

Enjoying the work doesn't mean recommending the employer.

And if fewer people are responding, don't rush to blame “survey fatigue”.

People get bored of investing time in feedback that changes nothing. It's not the survey they're tired of. It's the lack of action.

Ask new starters at thirty, sixty and ninety days: are we delivering what we promised?

Listen to middle managers dealing with pressures from above and below.

For some, those pressures continue outside work. They’re part of the sandwich generation, caring for young children and ageing parents at the same time.

Can people disagree with leadership without repercussions?

Who's leaving, and why? Voluntary, regrettable departures are a red flag.

Exit interviews can be guarded as people don't want to burn their reference bridges. Reconnect once they've settled elsewhere.

Across departments, are micro-cultures aligned? Are people engaged, happy, productive and contributing?

Act on feedback, then check whether it helps.

Does the story you tell match the story people live?

Need help with any of this? Reveal The Real. Helping you attract, engage, and retain people with your reality.