Culture and Satisfaction
Define and manage the culture of the IT function. Monitor and manage employee job satisfaction, including employee motivation.
Improvement Planning
Practices-Outcomes-Metrics (POM)
Representative POMs are described for Culture and Satisfaction at each level of maturity.
- 1Initial
- Practice
- Rely on the best endeavours of available personnel.
- 2Basic
- Practice
- Encourage senior IT management to reflect the importance of corporate culture and make some attempts to define the organization's culture.
- Outcome
- The importance of culture is reflected in and promoted by senior IT management activities.
- Practice
- Conduct some surveys on employee satisfaction within the IT function and take action as needed.
- Outcome
- Basic proactive management of employee satisfaction is in place.
- Metrics
- # of employee satisfaction surveys per specified time interval.
- % change in employee satisfaction levels per time interval.
- 3Intermediate
- Practice
- Establish a process to define and foster the organization's culture within IT and some other business units, and agree it with the global HR function.
- Outcome
- The organization's culture is effectively fostered by employees.
- Metric
- # of discussions on culture with HR per specified time interval.
- Practice
- Conduct regular standardized employee satisfaction polls within IT and some other business units.
- Outcomes
- Satisfaction regarding the relationship between employees and their tasks, the organization, management, and the relationship among employees is understood.
- There is transparency regarding employee satisfaction development.
- Metrics
- # of employee satisfaction surveys per specified time interval that cover the following topics: relationship between employees and their tasks, the organization, management, and the relationship among employees.
- % change in employee satisfaction levels per time interval.
- Churn rate.
- Practice
- Make satisfaction poll results and proposed measures available to employees within IT and some other business units.
- Outcome
- Transparency regarding employee satisfaction levels is evident.
- Metric
- % of survey results made available to employees.
- 4Advanced
- Practice
- Derive organization-wide measures and practices to manage the organization's culture.
- Outcome
- Culture is effectively managed.
- Metric
- # of measures to manage culture.
- Practices
- Hold regular meetings with employees to discuss the results of the satisfaction polls and the proposed measures to improve employee satisfaction.
- Monitor the effectiveness of these measures organization-wide.
- Outcomes
- Employee satisfaction has high priority.
- There is increased loyalty of employees and better understanding of survey results.
- Measures to increase employee satisfaction can be optimized based on previously effective measurements.
- Metrics
- Frequency of meetings with employees.
- Churn rate (comparative to industry norms).
- 5Optimized
- Practices
- Define criteria to evaluate culture development, and regularly monitor culture development.
- Reflect input from business ecosystem partners in the process.
- Outcome
- Evaluation of culture achievement is possible and there is transparency regarding culture development.
- Metrics
- # of criteria defined.
- Frequency of evaluations against criteria.
- Practices
- Implement and regularly update a process that collects feedback from all employees regarding the structure, content and process of the regular employee satisfaction polls.
- Reflect input from business ecosystem partners in the process.
- Outcome
- The employee satisfaction poll process meets the needs of both management and employees.
- Metrics
- Frequency of employee satisfaction surveys.
- % change in employee satisfaction levels per time interval.