Consulting · Culture change

Employee survey: measure and analyse leadership and corporate culture, and change them in a targeted way

There are a lot of tools for employee surveys. Only a few are really mature and can be used quickly and specifically. Our tool has already been used more than 10,000 (!) times, is quickly available, is of course DSGVO and "works council compatible" and allows very precise conclusions to be drawn about real change requirements in all strategically relevant sub-areas.

What makes our tool special

With our employee survey tool, proven thousands of times over, you ask not only about the "soft" factors of employee satisfaction; at the same time you analyse the "hard" strategic success factors of the company.
Packages of actions to improve employee satisfaction and correct the shortfalls measured are something we develop straight away if you need them.

Get advice now This is how we proceed:

Employee surveys: "satisfaction" as a strategic success factor

Employees who feel comfortable perform better, commit themselves more and stay longer with the company. Companies that can point to high satisfaction scores among their workforce when recruiting new people have a clear advantage here too.

This is a strategic success factor, and not only in times of skills shortages.

With our employee survey tool, proven thousands of times over, we measure every essential dimension that matters

for employee satisfaction
for developing the corporate culture
and for improving the strategic direction of the company

How are employee satisfaction and corporate culture connected?

From many thousands of surveys we know that dissatisfaction very often grows out of leadership and culture issues.

From our data we have put together the "top list" of problem zones in German companies.

Decision-making: How are decisions arrived at, communicated and implemented?
Quality of decisions: Do employees regularly shake their heads at how decisions on relevant questions have been taken?
Teamwork: Is there a productive and pleasant culture of collaboration – between employees and managers as well?
Work organisation: How efficiently are processes and workflows organised? Are the equipment and working tools right?
Commitment & Purpose: Does everyone see their contribution to the whole? Are employees proud to work for the company?
Consistency in action: Does everyone do what they say? Are announcements followed through consistently? How are people who ignore the rules dealt with?
Leadership & Motivation: Is there a productive, shared and motivating understanding of leadership among the managers?
Learning from mistakes: Is honesty rewarded or punished?
Employee retention: Do people work here because they want to – or because they have to?
Clear strategy & direction for the future: Is it clear to everyone what the company stands for and where it wants to go – and why?
Capacity to innovate: Is organisational learning anchored in the company's "DNA"? Are there continuous processes of learning and improvement? Are innovative impulses taken up appropriately and worked through systematically?

If you read it carefully, you will notice that this list can be read in two ways – either as a "description of the problems" or as a set of "levers" for shaping corporate culture.

So you can see: these topics all shape the culture – and they matter for the overall satisfaction of employees.

Measuring employee satisfaction: four dimensions of content

If we group the questions described above into topic clusters, these four content sectors emerge:

Employee survey - dimensions of content — Employee survey: 12 content-related dimensions and 4 sectors of employee satisfaction

Derivations on strategic orientation

From the 12 content dimensions of employee satisfaction in the 4 strategic sectors there is even more to be derived:

What do you have to do to be able to grow more strongly in future?

How do you have to set yourselves up internally in order to stay stable in the long term?

How do you bring employee satisfaction, profit and quality together?

Which levers do you have to pull to improve innovation and customer satisfaction?

This graphic shows the connections between culture and strategy:

Relationship between culture and strategy

Two birds with one stone!

With our survey for measuring employee satisfaction you carry out a strategic analysis at the same time.
Double benefit: the results convince not only the works council – but the top management too!

Employee surveys: how we go about it

To keep all these issues in mind, we take a systematic approach to the survey (here we have learned from our many thousands of surveys over time):

What is the current assessment
Where are the pain points in the organisation, where is action genuinely needed
- from the point of view of top management
- from the point of view of middle management
- from the point of view of the employees? (360 degree view from all hierarchical levels)
Which strategic fields of action follow from this? Which specific actions have to be implemented to move employee satisfaction in the direction you want?
Implementation & monitoring: project-based, in agile mode, systemic in approach and impeccable in the craft.

Direct connection with corporate goals

All you really wanted was to learn something about employee surveys – and perhaps also how the satisfaction of employees can be improved.

But our survey tool does in fact a great deal more: the 12 content dimensions in the graphic also provide clear pointers to where the company has strategic weaknesses – and how to remedy them.

To put it another way: our employee survey also tells you which cultural traits, which characteristics of the prevailing corporate culture, hinder or help the achievement of the company's strategic objectives.

This overview illustrates this:

The connection between culture and corporate strategy — Corporate culture can enable or hinder the achievement of business goals.

What results does the employee survey tool deliver?

You get concrete and precise answers to these questions:

Which fields of action follow from the employee survey? What do we have to do to raise employee satisfaction and become more attractive to new staff?

Which actions have to be implemented to move the corporate and leadership culture, or employee satisfaction, in the desired direction?

How does your company stand in comparison with other companies?

What do you have to tackle to become more flexible, more agile, more stable?

Evaluations

This is what the survey analyses look like that you will receive from us as part of the analysis (example):

Results of the corporate culture analysis — Results of the employee survey: Detailed view

So you get the survey data in fine granularity – and of course the benchmark figures as well. Here is an aggregated overview (example):

Corporate culture: survey results — Evaluation of the survey results: High Level View

In an evaluation workshop we present the results to you and develop effective actions to improve employee satisfaction.

Evaluation workshops: preparation, proceedings, follow-up →

Bonus: Global Benchmark

We compare the data from your organisation with a benchmark from the previous surveys carried out over the past 10 years.
So you can see immediately how your organisation is rated compared to other companies.

Your benefit: Concrete approaches to transformation

You identify cultural strengths and weaknesses

as well as fields of action for improvements

You substantiate your assumptions or validate

existing cultural change initiatives with solid data

Effective actions

On the basis of the surveys we develop effective actions with you that deliver results.

Consolidated tracking

You see improvements over time in black and white

An increase in the value of your company

You develop a corporate culture that, through greater employee satisfaction and the removal of strategic shortfalls, measurably brings in more revenue (high ROI!)

You become a more attractive employer

Talented people come and stay

Comparability

Our global normative database shows where you stand in comparison with 10,000 other top companies

Scalable and comprehensive

You can also measure employee engagement, employee commitment, innovation, trust, safety and risk management

Correct deficits in a targeted manner

The data gathered in this way gives precise indications of which fields of action exist and which actions have to be taken to bring about the cultural change you want. But one further step is still missing: an "action planning" workshop to formulate, sense-check and agree the actions with management.

Individual adaptation of your employee survey

In addition to the "standard" module, you can also book individual modules on these topics:

Employee commitmentEmployee engagementTrust in the companyCulture of innovationSafety managementRisk managementDiversity and inclusion

Costs and availability

The cost of the corporate culture analysis is made up of the number of employees to be surveyed and the time required for planning and evaluation and the consulting that goes with it.

The total cost is lower than you think. Get in touch with us here for a non-binding initial consultation!

Free initial discussion of your planned employee survey

Well designed employee surveys are the key to

greater employee satisfaction,
optimal talent management,
strategic capacity to innovate
and long-term stability.

We know the decisive starting points and will work out a suitable plan for delivery and implementation with you for effective cultural change.

Here you will find the information you need on how to proceed:

Improve your corporate culture? Cultural change planned?

Uncover hidden resistance
Turn your employees into 'drivers' of your change

... through our 21 years of experience in many industries!

Get advice now

Free and non-binding

What clients say about working with us

A very helpful, well-run workshop. The results served us well through the restructuring phase too.

Andreas Kogler Deutsche Telekom AG

The strategy workshop was exceptionally productive. You kept the group focused on what mattered throughout. We recommend your facilitation without reservation.

S. Folke Head of Procurement BASF

It was striking how much came out of our workshop. That was outstanding.

Jörg Graichen Brose Fahrzeugteile

Many thanks again for the excellent collaboration, the organisation and the very good workshop results.

Jan-Michael Wolfer Head of Production voestalpine Automotive

The change management training was very good. You understand the subject in real depth, and it shows.

Christian Hauswirth Head of Internal Consulting MIGROS / M-Industries (Schweiz)

You prepared our workshop thoroughly and precisely. Both the method and the facilitation fitted our objectives very well. We were able to carry on working very successfully with the results. Many thanks.

Hans Helmreich Head of Division Bayerischer Rundfunk

Four days of workshop and still playful, creative, inspiring and well structured, with good methodology. Thoroughly recommended.

Dr. Siegfried Gelbhaar Head of Event Management Deutscher Bundestag

Thanks again for the excellent workshop — we have already started putting the first ideas into practice, and enjoying it.

Eva-Maria Bauer Human Resources Generalist Dywidag AG

I thoroughly enjoyed working with you, personally and professionally, and it was a great pleasure to run this workshop with you.

Eva Sprengard Adviser, HR, Organisation and Knowledge Management Deutsches Evaluierungsinstitut der. Entwicklungszusammenarbeit gGmbH

You facilitated our two-day strategy workshop very professionally. It was a demanding brief and the result is very good. Thank you for that.

Alfred Riester Managing Director motio consulting

Thanks again for the excellent workshop — we are very happy with the outcome.

Marie Grober CEO Snack Attack

That was a really great workshop, thank you.

Jörg Helten CFO Maguar Capital Investors

Free initial consultation

Contact.

We have more than 21 years of experience and would be glad to advise you! Book our free initial consultation. We will get back to you.