Organizational culture is still a very polemic subject. Although many companies advocate on their behalf that they value diversity, that they communicate with their employees, and so on, they do not necessarily practice what they say. Consequently, the members of such organizations tend to be resistant to changes.
One of the most common tools used by companies before promoting any change, like Violet mentioned, is interview and survey. These are, indeed, excellent channels to perceive what changes employees expect, and what changes are good for the organization. However, many companies do not take it seriously, and as consequence, employees do not give enough credit to tools that could help the organization to head towards assertive directions.
In my view, it would be better if companies did not make any attempt to conduct any interview or survey, if their real aim is not to make assertive directions based on the data collected.
Garota de Ipanema
Streaning Star Trek: Insurrection Full Movie
6 years ago
4 comments:
I agree with you that if a company is going to request employee feedback through a survey and expect them to take their time out to participate in the survey then they need to be prepared and open to acting on the information and feedback that they gather. If a company requests input and consistently proves that they do not use that information, employees will be more likely to not respond at all or to give inaccurate responses. My company has been pretty good at using the what they learn in their pulse surveys to make real change in the organization and because of this year over year they have increased participation.
I agree with your comments. The biggest problem I have with surveys and feedback is the lack of followup information or actions on it. Repeatedly people request feedback about a process or concerns regarding something and nothing gets done after you spend time giving your insights. Most of the time they just do it as they feel they have to do it and not with a purpose.
When feedback is requested, is the responsibility of people requesting the feedback to follow with actions taken or provide reasons why suggestions made cannot be implemented.
Most of the time, surveys end up not being taken seriously by the employees. We were recently requested to take a survey, and most of the employees didn't take it even when their managers specifically asked them to do so. The reasoning was, "There are so many others taking the survey, so how is my individual opinion going to make any difference?"
It is almost like voting in a democracy - many people don't vote because they think their sole vote among millions is virtually nothing. I guess they fail to understand that if everyone thought that way, there would be no votes at all.
I agree that if interviews and surveys are conducted, then the company should be prepared to use the data. Indeed I find the use of such internal measurement implements a very useful and novel idea. The company I work for uses no such tools to my knowledge.
On another note, I think that there is a second response to change in an organization where the professed cultural concern is not actually practiced: apathy. I think that there can be such low levels of motivation, and such low levels of pride in workmanship that change, whether positive or negative, will have troublingly little effect on the attitudes of many workers.
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