Evaluation and Optimization—How Do Culture Hacks Work?

All new measures in organizations should be evaluated for their effect. This also applies to the use of Culture Hacks. There are two central strands of evaluation: on the one hand, the entire process of deriving, designing and implementing Culture Hacks can be evaluated along the implementation chain. So the process of introducing Culture Hacks is evaluated as a whole. On the other hand, all selected and implemented Culture Hacks should always be evaluated as individual measures. The effort and the instrumentation used for this will vary greatly: for individual small hacks, a verbal personal exchange within the peer group may be sufficient, for the new introduction of the Culture Hack process, a more systematic approach should be taken into account, considering the different perspectives of all those involved. Because it is mainly about learning from the experiences made for the entire organization. Optimization processes play a key role. Culture Hacks are innovative instruments for most companies that need to be experienced first. Then it is a matter of optimizing this process iteratively. Possible approaches and starting points are discussed in this chapter. At the end of the chapter, a canvas suitable for process control is presented.