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Company culture, or organizational culture, is intangible yet very impactful on organizational performance. Culture refers to the consistent organizational behaviors (norms) of employees and leaders. Organizational culture often mirrors the organization’s core values but is a direct reflection of the organization’s leadership. Some of those intangible behaviors are how are decisions made – top-down or bottom-up; employees’ confidence (or not) expressing their opinions; or a collaborative or competitive environment. These examples make it difficult but also necessary to measure, track, and improve organizational culture. Frederic Kerrest, the COO of Okta, said culture is “the reason employees love or hate their jobs, or customers can feel valued or ignored. Like reputation, it takes years to build a good culture, but only a few missteps to mess it all up.” Therefore, culture needs to be measured to be managed. But how do you measure company culture? ContentsWhy should you measure company culture?Company culture metricsMeasuring company culture: The methodsBest practices for measuring your company cultureCultural misalignment Why should you measure company culture? First of all, let’s look in more detail at why you should measure company culture. Data gives you insight into what to improve. You’ve often heard ‘what gets measured gets managed.’