Cultural Audit
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As consultants, we present the Character First! program to businesspeople, educators, and community members around the world, and we've seen leaders everywhere facing similar challenges.
How will character affect the bottom-line?
Organizations have experienced lower workers' compensation, lower absenteeism, fewer accidents, increased
productivity, and lower turnover after implementing Character First! principles, but
long-term success depends on healthy relationships between employees and supervisors, between teachers and administrators, between manufacturers
and suppliers, between customers and service providers, between student and teacher.
The influence of these relationships is difficult to measure in the short term, but the trust established by good character forms the basis for all cooperation. Thus, Character First! works to help organizations build integrity and reap the long-term benefits of better teamwork, effective innovation, and quality customer service.
How can you measure workplace relationships?
The Character First! Cultural Audit measures workplace engagement, helps monitor
team cohesion, and reveals whether leaders communicate the organization's values, beliefs, and mission.
This information can help stakeholders address needs more directly, improve communication, and increase
employee engagement before deficiencies cripple the organization. If conducted again, the audit can help measure progress.
The best way to get this information is to ask the people. The computer-based audit provides a confidential environment so that employees can give honest answers. Leaders will receive a report averaging the responses and highlighting areas that might require attention. Character First! will not share an organization's information without express permission.
The Cultural Audit is free, and there is no obligation to use Character First! training or resources. We simply hope leaders can use this tool to help their people succeed. Those interested in Character First! may request more information.
Before you start:
Make separate surveys for employees, middle management, and upper management. This approach will reveal
any disconnects between the groups.
Also, answer three questions before proceeding. First, are you bold enough to ask these questions? Second, are you humble enough to receive the answers? Third, are you decisive enough to act on the results? It is better to not conduct the Cultural Audit than to ignore the results.
