| Most culture data arrives as a score, and everyone in the room reads it in the direction they were already facing.
The number goes up, leadership takes credit. The number goes down, it was the survey design, or the timing, or that one team.
Nothing is settled and nothing changes.
How this works
Your executives predict first. Individually, in advance, written down. What percentage of our people will say they know where to go when something outside of work starts affecting their work?
What percentage would raise it with their manager?
Then we ask your people.
What you get → Five dimensions measured: speaking up, the manager relationship, being noticed, knowing where to go, life outside work → Your leadership team's prediction beside your organization's actual answer for each one → The three largest gaps, ranked, with what usually sits behind each → A finding that is falsifiable, which is why it survives a board meeting
On confidentiality
Nothing reports below a cell size of seven. No individual response is visible to a manager, an executive, or to you. That is built into the reporting rather than promised in a contract.
Culture Signal Check results and Manager Signal Check results never cross. The Manager Signal Check is a private self-assessment belonging to the individual manager. Nothing from it enters organizational reporting, and nothing in organizational reporting is attributable to a named manager.
Book the walkthrough. Thirty minutes, and you'll see the executive prediction round before you commit to anything. Somebody in your organization already knows why your numbers moved. This is the shortest route to hearing it.
Book an intro call for the Culture Signal Check |
