Organisational culture can be the invisible force driving success or the unseen culprit behind ongoing issues. When the culture is thriving, employees are engaged, productive, and aligned with the company’s goals. But when problems arise, even the best strategies can falter. Here are five key signs that indicate your company may need a culture assessment:
Higher Than Acceptable Voluntary Turnover
If your company is experiencing an uptick in voluntary turnover, it’s a clear signal that something is off. Employees typically don’t leave jobs they love; they leave because they feel disconnected, undervalued, or dissatisfied with their work environment. High turnover could point to cultural issues like poor communication, lack of recognition, or misalignment with company values. A culture assessment can help you understand what employees value, what they gap is between what they value and what they experience, pinpoint the root causes and create a plan for improvement.
Employees Spend a Lot of Time Speaking in Small, Hushed Groups
If you notice employees frequently gathering in small, quiet conversations, it could be a sign of an underlying issue. This behaviour often indicates that people feel uncomfortable speaking openly, possibly due to fear of repercussions or a lack of trust in leadership. These hushed tones can signal a breakdown in communication, where employees don’t feel safe to voice concerns or provide feedback. This behaviour is a major source of cultural entropy, which is the percentage of fear, dysfunction, negative and destructive energy in the organisation. An assessment will uncover whether transparency and trust need to be rebuilt.
Managers Talk About ‘Them’ or ‘The Company’
When managers refer to leadership or the organisation as ‘them’ instead of ‘us,’ it’s a red flag. This language suggests that managers don’t feel included in decision-making processes or empowered in their roles. A cultural divide between management and executive leadership can lead to disengagement and undermine company-wide initiatives. A culture assessment can help realign leadership strategies and ensure managers feel more connected to the organisation’s mission and values.
Fragmented Senior Leadership Team
If your senior leadership team seems divided, with an obvious in-crowd and out-crowd, it can lead to serious issues across the organisation. A fractured leadership team can create silos, foster internal competition, and slow decision-making. The tone set by leadership trickles down through every level of the organisation, impacting morale and productivity. A culture assessment will help identify these divides and provide actionable steps to unify leadership and strengthen the company’s direction.
Feedback Is Deflective and Blames ‘The Others’
When feedback sounds like “everyone in my team is great, but it’s the others that are the problem,” it’s a symptom of a deeper issue. This type of deflective language indicates a lack of accountability and collaboration across teams. Instead of working together to solve problems, departments may be blaming one another. A culture assessment can uncover the barriers to cross-functional collaboration and help shift the focus from blame to problem-solving.
Culture shapes how employees engage, perform, and contribute to the overall success of a company. If you’re noticing any of these signs, it’s time to take a step back and assess what’s really going on. A culture assessment will provide a clear picture of your organisation's strengths and areas for improvement, allowing you to take actionable steps toward building a healthier, more cohesive culture.
By addressing these issues head-on, you can foster an environment where employees feel valued, empowered, and part of a unified vision.
Comments