In our research, two-thirds of organizations that successfully changed their culture reported that they first gathered sentiment and related data from the workforce to understand how they viewed the existing culture and ascertain what they’d like the new culture to be.

Too often the senior team assumes they know what the culture represents. Too often, they are dead wrong.

Active and current listening today has become mission-critical for companies. The rise of the #MeToo movement, blatant and egregious corporate and executive misbehavior, ongoing political rhetoric and divisiveness, continuing concerns about bullying and racial discrimination, and the need for inclusive and psychologically safe workplaces all are contributing to a chaotic work environment. Listening to the workforce can help uncover attitudes and issues bubbling under the surface and provide early warning signals before issues become explosive and drastically effect shareholder value.

Read the full article at: chiefexecutive.net