Tracking and Measuring Targets Related to Culture


With the Cultural Navigator’s Monthly Activity Snapshot (MAS), you can see what parts of the platform your company’s users are visiting, how often, where they are from and what languages they prefer. Using this data is the best way to understand what they want in order to better serve and support them. But how can you tie the information on a Cultural Navigator MAS to the results you want to see for your employees and the company as a whole?

Let’s explore some practical ways to connect the data shown on the MAS with suggestions for key performance indicators, measures and targets.

Let’s say that, by looking at “COI Completion Status” on your MAS (above), you find that 85 percent of users have completed their Cultural Orientations Indicator assessment. If your completion target number is 80 percent, then you know you exceeded your current expectations and can review the next target for this particular category.

Then you move on to the Top Five Selected Interest Areas of your users. This is a key indicator, as it provides information on the actual interests of your organization’s users, which can help you establish a benchmark for future or additional support initiatives that your employees may need in order to learn, grow and collaborate successfully. For example, imagine that one of the top two Interest Areas selected by your employees is “Improving Cross-Functional Communication.” Having this information helps you understand whether your company is doing enough to support employees’ efforts to work with colleagues across different departments and fields within the organization. This could be of particular importance during specific initiatives such as launching a product in a new international target market.

Here is another example: looking at the Network Usage on the report above helps you identify how often and how deeply your employees are collaborating in teams. Perhaps it is critically important for your organization that a large number of teams be established to improve cross-functional understanding and collaboration. If you expected about 30 teams to be established, and you only saw 25 on the MAS, this would tell you that you still have some work to do convincing employees of the value and benefits of team creation, as well as guiding them through the process of setting up or joining a team. Perhaps you would need to review the brief, step-by-step team setup process.

The MAS is the best way to see how the Cultural Navigator is impacting your employees and your organization. Knowing the information provided by this report will help you guide employees to parts of the platform that will benefit them the most in their professional development, and appeal to them as students of cultural competence.

Bettina Neidhardt