Build A Company Culture That Adapts To Any Challenge

M&As, office openings and closures, societal pressures – your company is constantly responding to a multitude of inputs. 

Measuring and reinforcing your workforce’s alignment to core values and goals is critical to sustaining or growing employee engagement during these times.

Still, there is quantifiable value in having a process in place that enables you and your company to identify – and let go of – what’s not working, and intelligently try new things that do.

Let’s talk about that first part.

Measuring behavioral alignment to core values has been a keystone topic in the talent management space for years – and rightly so. 

The behaviors of an individual’s peers and leaders shape that individual’s perception of company culture, which directly impacts their engagement. Thus, talent leaders are always looking for the most effective way to measure current behaviors against ideal behaviors, understand the cultural and business impact of those current behaviors, and influence behavioral change when needed. 

Many processes, like annual reviews and 360 assessments, have been developed to meet those needs, but only provide a snapshot in time.


Because of this, talent leaders have largely had to piece together their organization’s story – and design forward-looking strategy – as best they can with months-long gaps between data captures.

In recent years, many talent leaders have adopted continuous feedback processes to fill in those gaps with meaningful data. 

Among the many benefits of continuous feedback is its affordability and scalability when compared to hefty annual reviews or intensive 360s. 

With objective continuous feedback by Rhabit, HR professionals capture more data, more often, and over time, from a broader portion of their workforce.  

They can also see how closely individuals, managers, and the overall organization are aligned to behaviors supporting core values and strategy.
employee engagement over time
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behavioral alignment to company values
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Now, add this behavioral data to HRIS data to, for example, understand which leadership behaviors make your employees want to stick around.

Combining different types of people data surfaces impactful insights. With a few months’ worth of continuous feedback under your belt, you can start to ask some truly meaningful questions about what works for your people. 

Does retention increase when managers inspire an environment of innovation?

Are employees happier when they’re paired to a tenured manager?

Which behaviors consistently drives loyalty? Should we shape it into a new core value?

Use these insights to either confirm that your core value set still creates a culture that drives employee engagement – or build the case that your core competencies need to be refreshed to meet emerging needs.

Join us as we explore these types of questions and more, with actual data from long-term Rhabit clients, in late September.

Our IOs have designed a feedback experience that is unlike any solution on the market today. Our clients love it because their employees love it, we support them with white-glove consulting support, and the data helps them transform their organizations.

That’s why we want you to try it yourself, free, for 6 weeks.

No contracts, no payment methods. Just free developmental insights for you, and your opinions for us.