It’s a candid view from an entrepreneur who is not afraid to say it how it is, because when you’re innovating, nothing is sacrosanct. And so it seems a lot of the talk around culture is unhelpful. Also, according to new research from Alderbrooke, the people analytics consultancy, traditional methods of measuring culture have also been flawed. Identifying these two impediments opens up new channels for building a culture that meets digital need.
Alderbrooke interviewed 51,000 employees and found that most of the tools used to measure culture within large enterprise in fact do something rather different – they profile employee personality. What is needed is the ability to measure specific behaviours in a variety of corporate circumstances as research showed that values and behaviours are intrinsically linked.
Hani Nabeel, Talent and Assessment Partner at Alderbrooke, admits there’s no silver bullet when it comes to changing an organisation’s culture, but he believes it’s possible for businesses to accurately measure it. This means gauging personal or organisational values and behaviours in the right way to help businesses identify their current culture and even predict future behaviour patterns.
No surprise that an algorithm engine is part of the answer promoted by Alderbrooke. The use of data coupled with a learning machine can measure and interpret workforce data in new ways and go beyond job-fit results. In the future, enterprises equipped with the right algorithms will build stronger teams and predict business performance better. And vague chat of culture, may be a thing of the past.
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