How to Develop a Cultural Values Questionnaire That Works

There comes a time in every organization’s life when they need to take stock of their cultural values and how they are being perceived by their employees. Developing a cultural values questionnaire can help organizations understand the strengths and weaknesses of their culture, and identify areas that need improvement. In this blog post, we will explore how to develop a cultural values questionnaire that works.

What is a Cultural Values Questionnaire?

A cultural values questionnaire is a tool used to assess the beliefs, values, and behaviors that make up the culture of an organization. By asking employees to answer questions about their perceptions of the organization’s values and behaviors, the questionnaire can help identify areas where there may be a disconnect between what the organization thinks its culture is and what is actually happening on the ground.

Step 1: Define the Purpose and Scope of the Questionnaire

Before you start developing your questionnaire, it’s essential to have a clear idea of what you want to achieve. What is the purpose of the questionnaire? What are the specific goals you want to achieve? Who will be the target audience? What areas of culture do you want to measure? Once you have answers to these questions, you can move on to the next step.

Step 2: Develop Questions

Developing the questions for your questionnaire can be a daunting task, but it doesn’t have to be. Start by brainstorming questions that will help you achieve your goals. These questions should be designed to measure the specific areas of culture you want to assess. For example, if you want to assess collaboration, you could ask questions like ‘Do you feel that teamwork is encouraged in your department?’, ‘Are you satisfied with the level of communication between teams?’, and ‘Do you feel that your ideas are valued by your colleagues?’.

Step 3: Pilot Test the Questionnaire

Before you start administering the questionnaire to the entire organization, it’s important to pilot test it with a small group of employees. This will help you identify any issues with the questionnaire and fine-tune the questions if necessary.

Step 4: Administer the Questionnaire

Once you are satisfied with the questionnaire, it’s time to administer it to the entire organization. Make sure that you communicate the purpose and goals of the questionnaire to employees and emphasize the importance of their participation.

Step 5: Analyze the Results

After the questionnaire has been administered, it’s time to analyze the results. Look for patterns and trends in the responses and identify areas where there are significant gaps between what the organization thinks its culture is and what employees are experiencing. Use the results to identify areas for improvement and develop a plan to address them.

Conclusion

Developing a cultural values questionnaire can be a challenging task, but it’s an essential step in assessing and improving your organization’s culture. By defining the purpose and scope of the questionnaire, developing questions that measure specific areas of culture, pilot testing, administering the questionnaire, and analyzing the results, organizations can gain valuable insights into their culture and identify areas for improvement. By taking action to address these areas, organizations can create a culture that is aligned with their values and goals, leading to increased employee engagement and improved organizational performance.