31.07.2013

Heatmapping Your Culture

Update: You can view a heatmap directly within the Culture Amp platform

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We're always being asked if we can help our clients put together something for their leadership team that easily visualizes the stand out themes or highs and lows in their overall engagement survey results. There can often be a lot of data in even a brief survey that can make things overwhelming at first which is one of the reasons we use a more infographic approach in Culture Amp. Another way to create a nice visual comparison across an entire organization is to use a HeatMap. 

A HeatMap is a color coded table that will instantly draw your eyes to the highest and lowest scores as well as provide other visual cues as to where the other scores sit as well. We can also add elements that will draw attention to things that vary the most (something Culture Amp is also very good at) and a sense of the overall position of parts of the business.

Here is an example:

This HeatMap shows scores for nine different departments on eight different factors as well as showing the relative position of each of them compared to the organization overall. In addition to that one can clearly see the highest and lowest scoring departments as well as the factors that have the most variation (Spread). The SUMs at bottom give us an idea of which departments represent the biggest strengths and opportunities in our organization.

Department 5 has the lowest levels of engagement while we might all have a lot to learn from Department 3 (let's go ask them what they are doing!). Looking at departments overall via the SUM figures we can see that although Department 5 has the lowest engagement levels it is Department 8 that is probably having the toughest time overall in some regards. While looking at the Spread column we can see that Manager Effectiveness is the most inconsistent thing we are doing - hardly a surprise for most people.

There is a lot more here and you'll find this can keep a room of executives busy for half an hour quite easily. You can gamify the process a little by not showing which departments are which (also not showing department sizes) and have people try to guess which department is which. This can be quite interesting in terms of clearly seeing how well they know their organizational culture first hand. Alternatively, it can remain anonymous and people can look at their own data individually later.

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