For management to have impact on their culture, they must first have an understanding of how their employees see their organisation and behave as they do. Whilst every organisation's culture is unique, they can be profiled to make sense of an otherwise complex landscape . Some organisational culture profiles are more agile, flexible and familiar with rapid environmental changes, whereas other profiles suggest consistency and strict standards of behaviour. Understanding the strengths and areas for growth of your organisation’s culture can help to provide more targeted development opportunities and strategies for effectively engaging employees.
In addition to culture, our surveys assess climate to understand what people think and feel about their organisations, how resilient and optimistic they are and how these feelings and thoughts then impact satisfaction, behaviour and productivity.
How it works
Customised Surveys
Prior to survey launch with work with your management teams to customise the survey tools based on your needs. Some organisations have a limitied understanding of their culture profile so opt for full scales to capture broad pictures while others sometimes chose more targeted approaches.
Survey open for optimal time with real-time tracking
The survey remains open for an agreed period to obtain the optimal number of respondents. Should you experience any shortfalls we work with each partner implementing strategies to ensure the best result.
Data is analysed and client is provided with a report
At survey completion we analyse the data and compile a detailed report outlining the performance of your organisation's culture. This also includes an indication of how your organisation is performing against others in similar operating environments through the benchmarks we produce. A series of recommendations is produced from the findings and presentations are provided to Executive to aid learning and implementaion. We also fascilitate focus groups for organisations wishing to explore their cultural insights with deeper meaning and our qualified organisational coaches can provide ad hoc workshops for any training needs uncovered.
Hear what our clients had to say
'We have been working with the UniSA’s CERM PI team for the past 3 years now. They have been coordinating our organisational culture and staff satisfaction surveys and are fantastic to work with. We also engaged them to facilitate a series of focus groups in 2023. The survey process has been seamless from our perspective and we have had a great response rate each year. We are in the process of preparing our year 3 survey. The team are incredibly supportive of our needs and take a professional approach to their research. The results we are getting across our organisation are also really encouraging. Thanks to the collaborative approach we have been able to ask our people what they want our leadership team to do differently. In the past 2 years we have introduced a number of really positive initiatives about communication with our field-based staff, improved our cross-organisational decision making, and have implemented a new staff wellness and wellbeing program. None of this would have happened without the feedback from our people, which we would not have been able to get without the people at CERM-PI.'
Mark Irvin
Manager People and Governance
Bega Valley Shire Council
'The Organisational Culture and satisfaction study is playing a key role in the engagement of our workforce, helping us optimise our culture profile, empowering our leaders to monitor the mood and performance of our workforce overtime and learn from the other participating councils. CERMPI’s personalised approach to education and implementation have been a real standout and it’s reassuring knowing the findings can be relied upon being backed by scientific research.'
Deb Cann
Manager People and Culture
City of West Torrens
UniSA Confidentiality Statement
In accordance with University requirements, data will be managed in a confidential manner, stored according to UniSA's confidentiality and ethics protocols, accessible only to members of the research team for a minimum of 5 years. All data remains strictly confidential throughout the processes. No facility’s performance data is identified during the benchmarking process.
