Culture Isn’t a Vibe—It’s a Measurable Asset
We’ve all heard it before – “Culture eats strategy for breakfast.” But here’s the question most leaders miss: How are you measuring what’s on the plate?
In today’s world of work, culture isn’t just about “how we do things”, it’s a strategic asset that drives business performance, employee engagement, and resilience in times of change. And if we want to improve it, we must measure it.
Why Culture Measurement Matters
Your organisational culture is the invisible force behind every decision, behaviour, and business result. Research consistently shows that culture is not only measurable—it’s directly linked to performance:
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A Harvard Business School study spanning 200+ organisations found that strong, adaptive cultures that align with business strategy produce better long-term performance, with net income increasing by 756% over 11 years compared to just 1% in less culturally aligned firms (Kotter & Heskett, 1992).
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Companies with strong organisational cultures experience up to 72% higher employee engagement and 30% higher levels of innovation, according to Gallup’s meta-analyses (2020).
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McKinsey & Company (2021) reports that culture transformation efforts with clearly defined metrics are 3.4 times more likely to succeed.
Yet, many organisations still rely on anecdotal feedback or instinct to interpret culture. That’s like navigating with a foggy windscreen – you’re moving, but you can’t see clearly.
Set Milestones Like You Mean It
Once you’ve assessed your culture using a validated diagnostic, the next step is goal setting. But not just any goals – milestones that are meaningful, behavioural, and measurable.
This is supported by evidence from behavioural science: implementation intentions – clear “if-then” plans – dramatically increase follow-through and change success (Gollwitzer, 1999). Setting incremental cultural milestones helps translate insights into real action.
For example:
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If trust is low, one milestone might be: “Team leaders initiate monthly check-ins to increase transparency.”
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If collaboration is lagging, a target could be: “Cross-functional teams co-design one project per quarter.”
The key is not just setting goals, but embedding them into daily rhythms and routines where they are visible and actionable.
The Power of Remeasuring
Culture is dynamic. One-time assessments are like a single snapshot in time. To shift culture meaningfully, you need a longitudinal lens, which means remeasuring.
Why does this matter?
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It provides tangible evidence of progress
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It reinforces accountability
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It enables agility when things aren’t working
Long-term studies of change initiatives (Prochaska & Velicer, 1997) confirm that feedback loops are essential for maintaining motivation and momentum. Organisations that remeasure at regular intervals (e.g., 6–12 months) are significantly more likely to achieve transformation goals.
It also builds psychological safety. When employees see their input is measured, acted on, and reviewed again, trust grows – and engagement follows.
Culture Is a Strategic Asset—Treat It Like One
At Steople, we partner with leaders across industries who understand that culture isn’t a vibe – it’s a lever. One that must be measured, discussed, improved, and remeasured.
The organisations that lead the pack don’t leave culture to chance. They:
✅ Use valid measurement tools
✅ Set aligned and behavioural milestones
✅ Embed change through feedback and reflection
✅ Set aligned and behavioural milestones
✅ Embed change through feedback and reflection
“Culture isn’t something we have. It’s something we d – intentionally and consistently.”
If you’re ready to stop guessing and start measuring, let’s talk. Because in 2025, culture is no longer a ‘nice to have’ – it’s your competitive edge.