SWOT

Analysis
on Corporate
Culture
How to Conduct a SWOT
Analysis to Understand the
Connection Between Culture,
Human Experience and
Business Strategy
 Strengths
Analyzing strengths allows you
to uncover and harness the
unique cultural attributes that
drive employee experience and
business success
Weaknesses
Analyzing weaknesses allows you
to identify and address the
cultural gaps and misalignments
that hinder organizational growth
and employee engagement

S W

O T
Opportunities Threats
Analyzing opportunities allows you to Analyzing threats allows you to
understand how to evolve the mitigate and manage cultural risks
corporate culture, fostering an that threaten and undermine
environment ripe for innovation, business objectives and the collective
adaptability, and strategic alignment human experience at work
 STRENGTHS
1. What aspects of our corporate culture are most appreciated by
employees?
2. How does our culture enhance work productivity and
performance, and employee experience?
3. In what ways does our current culture support our business
strategy?
4. What unique cultural elements give us an advantage over
competitors?
5. How does our culture contribute to attracting and retaining
talent?
6. In what ways does our culture inspire innovation and creativity?
7. How does our culture facilitate effective communication and
collaboration?
8. What are the tangible outcomes of our positive cultural attributes
(e.g., low turnover, high engagement)?
9. How does our culture empower employees to make decisions and
take initiative?
10. What cultural strengths are consistently highlighted in employee
feedback?
11. How do our leaders positively impact culture?
12. In what ways do our employees assess the positive aspects our
culture? How do they “feel it”?
 WEAKNESSES
1. Are there any aspects of our culture that employees consistently
view negatively?
2. How might our culture be hindering our ability to meet strategic
goals?
3. Are there any signs of misalignment between our culture and
business strategy?
4. In what ways does our culture contribute to employee
dissatisfaction or turnover?
5. Are there gaps in leadership's understanding or embodiment of
the culture?
6. How might current cultural norms stifle innovation or change?
7. Are there inconsistencies in how our culture is experienced across
departments?
8. How does our culture deal with conflict and disagreement?
9. Are there any cultural barriers to effective communication and
collaboration?
10. How might our culture be perceived negatively by external
stakeholders?
11. What are the negative aspects of our culture that employees
“feel”, but may not talk about?
 OPPORTUNITIES
1. How can we evolve our culture to better support our current
business strategy?
2. What cultural aspects could we leverage to improve the human
experience at our company?
3. Are there industry trends or changes that our culture could adapt
to for a competitive advantage?
4. How can we enhance our culture to attract a diverse and talented
workforce?
5. What opportunities exist to integrate technology into our culture
for improved efficiency and communication?
6. How can we use our culture to foster stronger relationships with
customers and partners?
7. In what ways can we promote a culture of continuous learning
and development?
8. What initiatives could further embed ethical and sustainable
practices into our culture?
9. How can we use feedback mechanisms to evolve our culture
continuously?
10. What cultural shifts are necessary to prepare for future strategic
changes?
 THREATS
1. Are there external factors (e.g., market changes, societal shifts)
that could negatively impact our culture?
2. How might our culture become a liability in adapting to future
challenges or crises?
3. Are there any cultural conflicts that could escalate and harm our
brand reputation?
4. How might a misalignment between culture and strategy lead to
strategic failures?
5. Are there legal or ethical risks stemming from aspects of our
culture?
6. How does our culture handle dissent or change, and could this
pose a threat to growth?
7. Are there signs of cultural complacency that might prevent
innovation or necessary change?
8. How might our culture be perceived by the next generation of
talent, and could this impact recruitment?
9. Are there any cultural blind spots that leave us vulnerable to
internal or external threats?
10. How might global or local events impact the perception and
effectiveness of our culture?
Conducting a
Culture SWOT
Analysis
 PART I: PREPARE
Assemble a Diverse Team: Gather people and
leaders from various departments and levels
within the organization to ensure a
comprehensive and wide perspective.
Define Objectives: Clearly state what you want to
achieve with this analysis, focusing on
understanding how corporate culture impacts
the business strategy and employee experience.
 PART II: ASSESS
Strengths:
Positive Cultural Aspects: Identify aspects of
the culture that contribute positively to
employee morale, productivity, and company
reputation.
Alignment with Strategy: Pinpoint cultural
elements that align well with the business
strategy and facilitate its execution.
 PART II: ASSESS
Weaknesses:
Cultural Issues: Recognize areas where the
culture might be hindering employee
satisfaction, performance, or retention.
Misalignment: Identify where the culture
clashes with the business strategy or does
not support strategic goals.
 PART II: ASSESS
Opportunities:
Cultural Improvement: Look for opportunities
to enhance the company culture in a way that
strengthens the business strategy and
improves the human experience.
Strategic Alignment: Seek opportunities
where a shift in culture could better align with
and support the business strategy.
 PART II: ASSESS
Threats:
Cultural Risks: Understand potential risks the
current culture poses to the business
strategy and employee engagement.
External Influences: Consider external factors,
such as market changes or societal shifts,
that might negatively impact the culture and,
in turn, the business strategy.
 PART II: ASSESS
Threats:
Cultural Risks: Understand potential risks the
current culture poses to the business
strategy and employee engagement.
External Influences: Consider external factors,
such as market changes or societal shifts,
that might negatively impact the culture and,
in turn, the business strategy.
 PART III: ANALYZE
Interpret Findings: Discuss and analyze the
collected data, focusing on how the strengths
and opportunities can be leveraged and how
the weaknesses and threats can be
mitigated.
Develop an Action Plan: Create a detailed plan
to reinforce cultural strengths, address
weaknesses, capitalize on opportunities, and
mitigate threats. This might include training
programs, policy changes, communication
strategies, etc.
 PART IV: IMPLEMENT
Execute the Plan: Implement the strategies
and initiatives developed during the planning
phase.
Monitor Progress: Regularly review the impact
of these changes on the culture, employee
experience, and business strategy.
Adjust as Necessary: Be prepared to make
adjustments based on feedback and the
evolving needs of the business.
 PART V: IMPROVE
Gather Feedback: Regularly collect feedback
from employees at all levels to understand
the impact of the changes on the ground.
Iterate: Use the feedback to make continuous
improvements to the corporate culture and
ensure it remains aligned with the business
strategy and enhances the human
experience.