- Visionaries are ambitious individuals who aren’t afraid to break a few rules. In contrast, Researchers are detail-orientated workers who abide by the rules.
- Socials are productive workers who thrive when surrounded by others. Collaborators have strong relationship-building skills.
- Organizers are dedicated to their daily structures and routines, whereas Facilitators take their skills to the next level by managing the resources of entire departments.
Culture Index Personality Types
Visionaries Visionaries are highly autonomous workers, meaning they can make decisions based on logic. They understand the details and rules behind specific tasks, but that doesn't mean they follow them. They're here to pave a path to exceed company goals and accomplish the impossible. Visionaries may also be categorized as "achievers" due to their ambitious and determined nature. Despite the overlap, being an achiever can be a separate personality type.
Researchers Researchers are the complete opposite of visionaries, as they tend to follow company rules and guidelines. They're detail-oriented individuals who take pride in ensuring their work is always well-executed and polished. They're the people you go to when you're stuck on a problem, but they're not always the most sociable people in the workplace. Researchers may also fall under the "Analysts" personality type as they share an appreciation for logic and structure. They're also considered the go-to people within the workplace. However, they primarily focus on numbers and data.
Organizers People with this personality type are dedicated to routine and structure, and they're always ready with a to-do list so they can knock out their assignments quickly. They’re usually the first (or second) pick on group teams. Organizers typically rank high in conformity but low in autonomy.
Socials You know the type; they know everyone's name, and everyone seems to know them, too. Socials are personable, extroverted, and productive workers. Like visionaries, they're not big on following the rules.
Collaborators In the workplace, there's nothing more important than teamwork. Collaborators, like socials, are skilled at building relationships between their co-workers, recognizing the individual traits and talents each person brings. They excel when completing high-stress projects and ensuring everyone is on the same page.
Facilitators These are the people who keep everything running behind the scenes. Facilitators, like organizers, rank high in conformity. They're known for managing resources and schedules and ensuring business runs smoothly. When they take a day off, something is bound to go wrong.
What is a culture index survey?
A culture index survey is a tool that gauges employee personality types. Generally, a culture index is a 2-page survey given to potential job candidates or existing employees to measure their psychological attributes. To determine their employees' personality types, the survey's questions cover seven different categories, including: Autonomy Social-ability Patience Conformity Energy Units (Stamina) Logic Ingenuity
A culture index survey identifies four key areas of employee engagement. The data studies employee motivation, thinking, behavior, and interaction through a series of yes or no questions, true or false statements, or a numbered scale. Typically, these surveys will feature short questions about personal work style, team dynamics, and approaches to problem-solving.For example: For insight into employee engagement, a survey may ask, "How likely are you to recommend this job to another friend?" This could be ranked on a scale from 0 (not likely) to 5 (definitely). Culture index surveys are designed to be completed in under ten minutes to keep workers' interest.
Why is the culture index survey useful?
Culture index results provide insight into employee engagement. Instead of speculating where a business is struggling, the data from a culture index survey gives employers the ability to make actionable changes. It gives them concrete information on where workers may lack motivation or feel unsatisfied with their jobs so they can improve teams and effectively boost morale. For example, if more employees rank high in social-ability in an independent working atmosphere, an employer could use this information to create more team-building events within the company. Similarly, when used during the hiring process, candidates may not be the right fit if they rank low in autonomy for a leadership role.
Culture index increases employee retention, engagement, and productivity. Implementing routine surveys is a way of “checking in” on how workers are doing. It allows them to voice their opinions, ideas, and concerns based on what’s happening within the company. Additionally, seeing their feedback used to make positive internal changes can make them feel heard, creating a positive work environment for all.
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