6.12.24
Revised Standards for RTOs
The revised Standards for RTOs (SRTOs) talk about the need for a particular type of workplace culture - one that ensures that integrity (doing what you say you will), fairness (treating people without favouritism or discrimination), and transparency (being open and honest), underpins delivery of services.
Workplace culture is one of those things that can permeate a business in both positive and negative ways. Staff, students (as customers), and other stakeholders can get a feel for the culture by how they are treated, the language and behaviour they observe, how happy it seems people are to work there, and/or how happy they seem in their dealings with the business and its staff.
While formally articulated policies, procedures, values, mission, and vision statements can set out a business' intended culture, it's the people that make the difference.
Are the right people in leadership and management positions?
Do leaders and managers 'walk their talk'?
Are staff given sufficient training to do their jobs? And to do them well?
Are staff encouraged to contribute, to develop, to be included?
Do people feel genuinely listened to and valued?
Without positive answers to the above, a toxic culture can take over. To monitor the environment, take regular "cultural temperature" readings. Do this through use of surveys, critical analysis of the working environment, and by reviewing data sets like turnover and retention rates, and productivity measures.
This will allow you to pinpoint any areas for improvement and make data-driven decisions about the vibe, the feel, the culture!, of the business.
(For Education Matters members: If you haven't seen it yet, the module on 'Quick Guide to Creating Surveys that Work' will give tips on constructing questionnaires, which can be used to gauge staff satisfaction and workplace culture.
This Training Tools guide 'Getting Useful Data: Creating surveys that work' gives over 35 pages of guidance for getting useful data via well-constructed questionnaires)