Introducing the Digital Culture Scorecard

In Econsultancy’s 2021 report, Building a Digital Culture, author Neil Perkin describes company culture as “a catalyst for digital transformation, being a keystone in enabling both greater agility and improved customer experience.”

But what precisely do we mean by digital culture? Perkin includes a definition:

“A digital culture can be defined as the shared values, principles, expectations and assumptions that guide collective employee perceptions, understanding and  behaviours to deliver optimal outcomes and experience in a digital-empowered world.”

The report reflects on what these attributes might be and builds towards a digital culture scorecard to help leaders and team members to score their organisation and teams. We have redesigned this scorecard below to give away as a useful download and aide-mémoire.

You can access a PDF version of the scorecard (or simply click the image below). If you want to go further, we also recommend downloading a copy of the original report, Building a Digital Culture.

How to use the scorecard

1. If appropriate, fill in your company or team mission and values at the top as a reference point.

2. Take each digital culture attribute (in blue) and consider it in the context of how it is applied across different areas of the business, such as leadership and ways of working (the application facets, in salmon). Score it out of 10, with a low score indicating that you do not believe this attribute is incorporated well, and a high score indicating that you do. For example, if you believed that the customer context was well embedded in how the team made decisions, you would score this high.

3. Add the scores horizontally for each culture attribute. This gives you a comparative score across all the different attributes, which will reveal where your stronger areas are as well as where needs more work.

4. Add the scores against vertical application facets. This gives a comparative score against different ways of applying the attributes. For example, you may find that you are strong in the cultural attributes for leadership, but less strong in how the team or organisation deals with challenges.

5. Get other team members to fill in the scorecard and compare. Use this as the basis for discussion for how you can work as a team to improve.