When to Use an Independent, Third-Party Culture Audit
There are significant considerations for when to use an independent, third-party culture audit. These include:
When you don’t want to expend your internal staff resources to develop, setup, maintain, and administer the audit capability and capacity.
When you don’t want to compile and load your sensitive employee data into a new dedicated survey management system.
When you need the results quickly and without disturbing the normal flow of your daily operations.
When you don’t have the time & expertise to craft the essential elements of the organization’s values, beliefs, behavior norms, and shared infrastructure.
When part of the internal culture dilemma is that employees may not trust an internally originated and administered audit.
When you have already had one or more internal employee complaints and you want to provide credible substantiation that the company is doing everything possible to address the complaints.
When you want to pro-actively demonstrate that the company is concerned about the workplace culture.
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