Measuring Culture

After choosing what metrics matter (and it is a choice - a choice that will tell others as much about you as the numbers do... and there's no hiding behind numbers), we face a difficult disconnect when it comes to culture.

Call it 'fit' or 'ethos' or any other buzzword we prefer, but that undefined and undefinable insiders notion of who we are, what our organization represents, and why the world needs us is a constant problem. How do we measure culture?

Old school HR based thinking has an answer - retention, loyalty, longevity... even and especially when there are no (artificial) compensation incentives.

In fact, most HR influenced measure of culture decisions are based on NOT inducing metrics with top-of-market pay. Instead, they use raise pools or levels with modest, incremental incentives.

And then they say their measure of culture is protected by organic retention efforts, apples-to-apples with competitors and 'the market' today.

Yet, this choice - this default - IS a choice... a predetermination of what culture HR will measure... and what will really matter.
​