Managing culture with data is an ambitious task that starts with having an objective way to define and describe culture. The model we use is based on research at Stanford GSB by Professor Charles O’Reilly, one of the world's leading experts in Organizational Behavior. O'Reilly defines culture as "the behavior you reward and punish" in an organization. His work has given us a common language to describe and compare teams and companies according to six proven cultural dimensions identified in peer-reviewed research. These dimensions are: adaptability, collaboration, customer-orientation, results-orientation, detail-orientation, and focus on principles.
O'Reilly's research shows that creating an effective culture comes down to aligning your team around one or two cultural dimensions chosen carefully to reflect your organization's specific context and strategic goals.
The scientific groundwork
Professor O’Reilly’s research spans studies of leadership, organizational demography and diversity, culture, executive compensation and organizational innovation and change
The six dimensions of culture
We use Natural Language Processing (NLP) to analyze text and identify cultural signals. Words, phrases, and sentiment are mapped to the six cultural dimensions, which enables us to measure and monitor cultural signals over time. While our core technology can be applied to almost any text, we typically use it to analyze communications data (e.g. Slack), workflow data (e.g. JIRA), and employee surveys. NLP isn't our only tool. The Bunch Assessment enables our customers to measure culture using a more traditional survey approach. It only takes 3-5 minutes for each employee or applicant to complete the assessment.