My role, as facilitator, is to gather information regarding each participant’s experience with respect to inclusion. What do you love about this organization? A rule of thumb is that you will have time for no more than four or five key questions in a focus group lasting 1.5 to 2 hours. Ltd.
Purpose and Philosophy are the identity of your organization. Suite 3, Level 27 Secondly, employees complete an online survey. According to Schein’s (2004) model of culture, what is the manifestation – and hence observable aspect – … What is something about this organization that would surprise a visitor? To clarify, give examples of each word. Read the script questions verbatim; this may come across too stiff and formal. Examples include physical adjustments like wheelchair ramps or adjustments for the visually impaired, prayer rooms or breastfeeding rooms. For diversity dimensions that are not tracked by an organisation, because of historical or legal reasons, focus groups are a key tool for gathering information on the challenges facing members of those groups. Why is the work you do important? Guidelines for Conducting a Focus Group is provided by Eliot & Associates.In this guide you will find checklists and samples of items such as focus group questions, recruitment flyer, invitee tracking form, … It follows then, that to improve your company culture, it is crucial to take stock of what’s going on inside the heads of your employees. Asked 23 September 2018 Although the customer base and employees have grown over the years, the company remains very friendly, every new member of staff is made to feel like one of the Focus family. We launched Culture Amp five years ago to help make the world a better place to work. Directing participants to their unique identity tree, I ask the following questions to uncover whether employees feel their uniqueness is valued and whether they are bringing their whole selves to work: Belonging refers to the perception that you are part of a workgroup and an essential member of that group. See the article about moderator guide. For towards certain products, services, or concepts. Philoso… The ideal leader never dismisses comments as “bad ideas” or “illogical” because they understand that the goal of focus groups is to gauge perceptions. Although focus groups allow flexibility in the content and sequence of questions asked, it was important to maintain consistency of procedures across all the focus groups. Were you aware that one of the purposes of [Student Affairs] programming and activities is to have students understand and appreciate diversity? The 20 best employee engagement survey questions. A common misperception is that inclusion involves treating all employees the same. Inclusive workplaces nurture employees’ social and emotional needs for connection with others. 10 Questions: Culture Change Published on June 9, 2015 June 9, 2015 • 25 Likes • 2 Comments. 3. What words would you use to describe this organization? Often, using a slightly different word or phrase in a question will yield either confirming or new, insightful responses. To sum up, when conducting an assessment to determine the organization’s, Organizational Culture Assessment Questions, https://sheilamargolis.com/wp-content/uploads/2011/09/Purpose-Questions.m4v, https://sheilamargolis.com/wp-content/uploads/2009/12/Philosophy.m4v, https://sheilamargolis.com/wp-content/uploads/2011/09/Priorities-strategic-questions.m4v, Re-purpose your Purpose During the Coronavirus Crisis, Purpose-driven Companies Make a Contribution to Society, A Meaningful Purpose Is so Important Today. Click again to collapse.1. Felicity also holds a Bachelor of Commerce and a Bachelor of Arts in Psychology. Ultimately, the extent to which an organisation is inclusive is reflected in its development and promotion of diverse talent and the diversity of its leadership team. 18 Interview Questions to Assess Cultural Fit . After meeting with all of the groups, the leadership team receives a summary report sharing truthful and insightful patterns that speak to two most common questions: “What is working?” and “How can we improve?” Offering the opportunity for employees to speak in a focus group is the first of a two-step process. 11. Give examples. Focus groups complement workforce analytics, providing additional information that cannot be acquired from quantitative analysis alone. The culture of a company relies heavily on the mindset and attitudes of each person within the business. Surveys capture quantitative data while focus groups explore qualitative and other influencing factors. To clarify, how should we change in response to these events? Here’s the scoop on employee focus group best practices. These are sample interview questions that will help you assess whether your prospective employee is a good match with your workplace culture and environment for employees.These questions are not listed in any priority sequence. Inclusive work settings are workplaces where; Inclusive workplaces recognise and value individual differences. Describe the ideals that drove the founding of this organization. CIDA: Questions about culture, gender equality and development cooperation / 1 ... and emotional features that characterize a society or a social group. Be open to what the information you collect actually reveals. Examples include gender, age, race, nationality, languages, ethnicity, religion, skills and expertise, professional background, academic background, significant relationships, interests & passions, obligations outside of work, health status, personality, etc. 1 Farrer Place 2. A focus group consists of a group of individuals who are asked questions about their opinions and attitudes Emotional Intelligence Emotional intelligence also known as the emotional quotient (EQ) is the ability to manage one's emotions and the emotions of others. Firstly, you can conduct the interviews in-person or virtually. Therefore, to start the process, use these questions to uncover how your leaders describe the principles and values of your company. Culture assessments are most successful when an outsider collects insider perspectives. Above all, encourage employees to share examples and stories. QUESTIONS TO ASK A DIVERSITY AND INCLUSION FOCUS GROUP Published on March 13, 2017 March 13, 2017 • 165 Likes • 28 Comments This resource is ideal for exam revision, and also useful when trying to apply the lessons within the text.Tip: Click on each link to expand and view the content. for more detailed information on the types of questions you can use. Inclusive workplaces recognise and value individual differences. Organizational Processes Perception that policies and procedures are informed, fair, and leaders seek to achieve goals that are in the 4. After you conduct the focus group, take … To effectively achieve our strategy, what principles or values should guide how we work? The first step in defining your Core Culture is to compile a list of organizational culture assessment questions. Some of the organizational culture assessment questions sound repetitive. When I open D&I focus groups, I explain to employees that their role requires 3C’s; contribution, confidentiality, and candour. For example, what global events or trends should we pay attention to? Also, be aware that you will conduct much of the assessment virtually over a two to three month period. To sum up, your goal is to ask these questions in order to construct a customized survey. To encourage focus group participants to think about what makes them unique, I ask each participant to draw a tree with bare branches. Statement on future action The Participant Guide (see below) is for employees participating in the process. During a focus group, discussion information is shared with a group of six to 10 participants to solicit their feedback through focused questions. It includes not only arts and letters, but also modes of life, the fundamental rights of the ... but to focus on the What words would you use to describe this organization? Over 150+ Great Icebreakers Questions. What is an employee focus group? See . To clarify, what are we doing well and what do we need to improve? During interviews and focus groups, be sure to ask follow-up questions. A focus group can be extremely helpful to get into the mindset of your customers and receive genuine, helpful feedback for your company. What is the purpose of this organization? This activity helps participants to recognise and reflect on the varied components of their identity, each of which is of value to the organisation, whether by way of helping the organisation to better understand the needs and concerns of and connect with varied customers and other stakeholders, or by stimulating enhanced decision-making and increased innovation by offering new perspectives, solutions and expertise that challenge entrenched work practices and assumptions. Then, ask questions that point the discussion to how the organization works. Explain. Appendix 1 Using questions in focus groups . To clarify, the Facilitator Guide is for those leading the process. 17. 15. Describe the personality or character of the founder and of this organization. A focus group discussion (or FGD) is a qualitative research method in the social sciences, with a particular emphasis and application in the developmental program evaluation sphere. As the project manager and facilitator of a focus group, your job is to fully engage the members to get their honest feedback. ACN 614 463 982, Eliminating Bias in Recruitment & Selection, Cultural Intelligence for Universities and Secondary Teaching, Bite-Sized Diversity & Inclusion Workshops, Group Mentoring for Emerging Female Leaders, Group Mentoring for Emerging Culturally Diverse Leaders, D&I Best Practice White Papers and Tip Sheets, A World of Difference: Leading in Global Markets with Cultural Intelligence, employees experience a sense of belonging, employees are empowered to contribute to work processes, employees have a fair chance of progressing their careers. 2. What is a Focus Group? Explain. ... An effort to change the culture of an organization lays a foundation for increased focus… Rather, inclusion involves recognising that different employees face unique challenges at work. Due to the sensitive nature of D&I, running an effective D&I focus group requires an experienced, culturally sensitive facilitator who can foster an environment where all parties feel safe to contribute candidly and where all parties display respect for each other’s viewpoints and experiences. What key values, if followed, would help this organization compete and thrive? The Culture Focus Assessment TM combines quantitative survey data with an outcome-oriented, third party, interactive, focus group process that provides your employees a safe opportunity to share their experiences, ideas, commentary and stories, that will help your leaders better understand cultural perceptions, address negative trends, and build upon your strengths. What are you most proud of at this organization? Diversity and inclusion focus groups offer an opportunity to gather valuable information on the issues and challenges facing diverse talent in an organisation. Leading an employee focus group takes skill, but with the right tips and a bit of practice, you’ll be well on your way. 19. Felicity has over 15 years of experience working with and managing diverse workforces in blue chip companies and is a Fellow of Chartered Accountants of Australia and New Zealand. to the group. 18. What is the purpose of this organization? Felicity is an accredited facilitator with the Cultural Intelligence Centre and the author of A World of Difference. What should we focus on and pay attention to with our employees? How are you making a difference to society through your work? 14. Introductory Question 1. Finally, you can hold the facilitated session with the leadership team in-person or virtually. What is your contribution to society through your work? 4. Although the questions reveal attributes of the Core Culture, … A good moderator will make sure that the group discussion stays on topic, that all focus group questions are covered, and that vocal group members don’t monopolize the conversation. When an employee feels that they belong to a workgroup, they feel emotionally supported at work and safe to disclose personal information to colleagues. This will enrich the information you collect. On each branch, I ask them to write a different aspect of their identity. Felicity Menzies is CEO and Principal Consultant at Include-Empower.Com, a diversity and inclusion consultancy with expertise in inclusive leadership, unconscious bias, cultural intelligence and inclusion, gender equity, empowering diverse talent. These groups are a … And try projective techniques. • Permit side discussion; this can distract others from the main discussion. Complete the form below to contact Sheila. The drivers of employee engagement can be a mystery - but, with the right questions, you can understand why people feel a certain way about their office or culture environment and other organizational factors like management and corporate policies, all while maintaining a group of engaged employees within each team. What should the organization focus on and pay attention to? Above all, what is central to who we are as an organization that should never change? To clarify, describe a situation that illustrates this. The atmosphere of the focus group is set by the focus group leader. Other empowerment initiatives for underrepresented groups involve networking, mentoring and sponsorship. Inclusive workplaces recognise the varied needs of diverse talent and ensure that work practices accommodate for those differences to ensure all employees can contribute fully to work practices. Insights gathered from a representative sample of staff across an organisation can inform D&I priorities, ensuring that investment in D&I targets the organisation’s most critical issues, having regard to its business strategy. To clarify, give examples of each word. Using a focus group over other methods of customer feedback will allow you to have a full, multi-participant discussion about your product – versus stagnant answers on a computer screen. If the latter happens, it can tarnish the data, so encourage timid participants to talk by explicitly asking for their opinions and requesting clarification and elaboration when necessary. AUSTRALIA, © 2018, Culture Plus Consulting Pty. 13. To clarify, often a person’s response does not directly answer the question. Log in. In other words, what is your contribution to society through your work? 8. 16. In general, you should allow at least an hour to undertake the focus group, bearing in mind that the timing of a focus group can always run over or under. At the end of the focus group, be sure to clean and reorganize the room. What special attribute does the founder/leader possess that has influenced the character of the organization? In other words, they are the most stable part of your culture. 7. PurposeQuestions 1. Sydney NSW 2000 How are you making a difference to society through your work? Employee Engagement Index–How to Compute It? Companies Align Practices with Principles, Include all employees in the process to uncover and define the. Help. There is no generic survey that will capture the essence of your culture. Every organization is unique. Above all, let Sheila guide you in conducting an assessment. When respondents are relaxed, they will open up and talk more. What is the organisational culture at Focus Group? (Ask this question up to five times in an interview.) How has [Student Affairs] given you opportunities to interact with others who may be As in the example above, middle aged women may be attracted to drink milk X due to f… Gartner Research on Compliance Culture Focus Group Questions. When conducting an organizational culture assessment, follow these guidelines: Use Building a Culture of Distinction for a detailed explanation of the culture assessment process. (To clarify, ask this question up to five times in an interview.). 1. It will also allow you to interact with your customers … It’s important to find someone unbiased who will seek to create an atmosphere where participants feel safe to speak freely. If you are looking for what if questions, icebreaker questions for small groups, group questions, funny conversation topics, and more. In addition, use them in open-ended surveys or for culture focus groups. HR/Benefits These 15 Questions Will Assess Your Company's Culture--and Help You Decide How to Improve It A simple approach for evaluating culture … Certainly, use the Contact Form to email Sheila. These questions will reveal the Purpose and Philosophy of your organization. The time needed to undertake focus groups depends upon the questions you ask and who you are talking to. Conducting employee focus group sessions is a crucial HR function that drives a positive workplace culture and brings about organisational transformation. This is a do-it-yourself guide. Supplies you will be given: Paper and markers for name tents. For people to be engaged they first need to feel relaxed and comfortable in their surroundings. Focus groups can be used to uncover the reasons driving people to make a certain decision. FGDs are a predetermined semi-structured interview led … Writing focus group questions in the moderator's guide or focus group questionnaire is your first step. Belonging is the experience of community spirit—being part of a collective whole. Feel free to ask clarifying or follow-up questions as needed, but be mindful of overall time. Use the questions when you conduct interviews. For example, what changes might make employees feel more engaged? During interviews and focus groups, be sure to ask follow-up questions. Expect to stay about 15-20 minutes after the focus group discussion ends to answer any participant questions, review the notes taken (adding comments), and clean up. Keeping that in mind, here are five simple feedback questions to get the ball rolling: 1. Also, scheduling adjustments like flex-work, job-sharing or telecommuting and inclusive employee benefits like parental or adoption leave for all parents, including same-sex couples. Number of questions . Describe the things happening in the world today that can impact our organization. Inclusive workplaces recognise the role of bias in workplace inequality, scrutinise the employee life-cycle for institutionalised bias and train recruiters and managers in objective selection, appraisal, and development so to ensure that members of non-dominant cultural or social groups have a fair chance of progressing in the organisation alongside members of the traditionally dominant group. 2. Designing and Conducting Focus Group Interviews, by Richard A. Krueger, is concise resource with specific steps and tips on conducting group interviews.. What value(s) is (are) fundamental and distinctive to this organization since its founding? You will use the survey to solicit the views of all employees. Online Resources. General questions — “What’s the culture like?” or “Are people treated well?” — seldom work. 5. Below are some organizational culture assessment questions to consider. 9. When an employee feels that their uniqueness is valued, they are more likely to bring their whole selves to work, including those aspects of their identity that distinguish them from the dominant or leadership group. • Allow one or two people to dominate or to use the focus group for their own agenda. What Is a Focus Group Discussion? wants to cover in the focus group session. Why is the work you do important? The benchmark score for this question is 60%, but beware – massive differences between demographic groups can work against your efforts to create an inclusive culture. Most importantly, review the explanation of the. Please use the guide below during the focus group. • Finish people’s sentences or make assumptions about what is being said by someone. Therefore, a combined “outsider + insider” process produces rich and honest results. To clarify, her management consulting firm Workplace Culture Institute is based in Atlanta, serving clients globally. Also, check out the article about basic question tips. First, in cases in which consent forms had not yet been signed and received, they were presented, read, and signed before the focus group officially began. When an employee feels that their uniqueness is valued, they are more likely to bring their whole selves to work, including those aspects of their identity that distinguish them from the dominant or leadership group.To encourage focus group participants to think about what makes them unique, I ask each participant to draw a tree with ba…