I have been talking to my clients about Culture, People and Psychosocial Risks and there seems to be very little coming together in a Venn diagram for them.

More importantly, their surveys seem to target a particular outcome that may been seen in a good light.

One survey asked the question: Did you enjoy the Free company picnic day?

The results were interpreted as positive engagement with the workers. Which it probably was.

BUT… a free picnic day would probably be seen as a positive in any workplace. More importantly this does not factor in actual work done, this is a social activity.

What if half the employees were dreading going back to work on Monday, but were happy to avail themselves of a free picnic?

Are the cultural surveys that are being thought up look into the design, ethics, unconscious thought, results, communication and follow-up required to actually have some chance at understanding the organisational culture, and offer ways to tackle these challenges? (Remembering you do not solve, fix or complete Culture, if we could I wouldn’t be writing this)

Do these cultural surveys ask the tough questions that can lead to real understanding and change or are the window dressing tick box exercises?

So, I am asking you to complete my Survey tick box exercise to understand what Organisations are doing out there in this space.

Cheers Matt