Our culture survey engagements are based on our transformational impact model, and focus on the systems level of the team (small ‘we’) and the organization (big ‘WE’).
Whether it's to establish a baseline or to assess specific progress, our culture survey engagements help leaders and teams to uncover powerful signals that enable them to dive deeper into their culture and to meaningfully discuss, understand, and design with intention and impact.
Measuring the impact of culture
We currently offer a series of nine culture surveys:
- One holistic survey that explores all core drivers and key indicators at a high level, and
- Eight deeper-dive surveys that explore each core driver and key indicator in more detail.
While most of the people and culture initiatives we collaborate on include supporting research activities such as existing material reviews, ethnographic observations, interviews, and focus groups, we saw an opportunity to create a ‘minimal viable discovery’ offering that could help teams to assess cultural health and impact in a lean, conscious, and meaningful way.
We facilitate group learning-in-action sessions following each survey, to collectively make sense of the results (along with any other collected data). This is a powerful learning experience that explores biases, assumptions, powerful questions, and meaningful dialogue.
We understand the realities that can impact this type of work (e.g. capacity, bias, expertise, optics, etc.), so we have designed a flexible approach that ranges from co.creative (blended team) to hands-off (having us fully take on the experience design and delivery). Either way, we will meet you where you are at.
We know from experience that the level of anonymity and confidentiality can actually be quite low in most employee and culture survey initiatives.
Our culture survey engagements offer a more confidential way for people to share their experiences, perspectives, and feedback. Unlike other survey tools or providers, only The Ally Co. consultants have access to the full set of data we collect.
We offer a protected and optional way for people to self-identify with a set of different (and evolving) employee groups that may exist within their workplace, such as age, sexual identity, mental health, and more.
In addition to the confidential collection of data, we do not share any individual responses and only share employee group data if five or more participants have identified with in any one group.
We offer to collect employee group data because this information can be a powerful way to increase awareness (and empathy) in terms of how certain groups of humans may be experiencing the current culture - opening meaningful conversations about diversity, equity, inclusion, and justice.
We are continually looking for ways to use technology for positive impact. For example, mitigating harmful biases, contributing sentiment analysis, identifying intersectional data, and making sharing easier.
Each of our survey engagements includes both a baseline and delta survey to capture the current state and track progress towards the desired future state.
We facilitate group learning-in-action sessions following each survey, to collectively make sense of the results (along with any other collected data). This is a powerful learning experience that explores biases, assumptions, powerful questions, and meaningful dialogue.
This also helps informs priorities, strategies, and a roadmap for transformational change.