Your culture survey is once a year, decoupled from outcomes. Nobody can say whether your interventions are working.
Culture, measured. Continuously, from the data your teams already produce, and connected to the outcomes leaders actually care about.
- Network analysis
- Pulse surveys
- Mixed-methods sensemaking
The problem in depth
Most cultures get measured once a year, in a survey that asks 60 questions and produces a slide deck no one revisits. By the time the results land, the climate has moved, half the team has rotated, and nobody can say whether the interventions you ran in the meantime did anything.
The data needed to read culture continuously already exists in your organisation. Collaboration patterns, knowledge flows, communication networks, the rhythm of who helps whom. None of it is private; all of it is signal. With the right model on top, it tells you where psychological safety is high or low, where learning happens, where blame lands, and where it does not.
Culture Analytics turns that signal into a continuous read on the dimensions of culture leaders care about, cross-checked against pulse surveys and mixed-methods sensemaking, and tied to the delivery and retention outcomes those dimensions are supposed to move.
What I deliver
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Culture dimension scores
A score per dimension (psychological safety, learning orientation, ownership, collaboration density, and others matched to your strategy), refreshed continuously.
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Network signals
ONA-derived indicators from collaboration data: who carries advice, where help routes, who is excluded, how the fabric is changing month over month.
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Pulse-survey instrument
A short, recurring survey designed to triangulate the network signals, calibrated to your context and refreshed quarterly.
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Outcome correlation
For each culture dimension, the correlation with delivery outcomes (cycle time, predictability) and people outcomes (retention, voluntary attrition).
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Intervention scorecard
When you change something, the scorecard tells you whether the dimension you intended to move actually moved, and how confidently.
How I work
I instrument the data sources, design the pulse instrument with you, score everything on a sliding window, and run a quarterly sensemaking session with HR, the people leaders, and the data. The product is a tool, not a deck.
Worked example
A 500-person org running a year-long culture initiative. The continuous read showed psychological safety lifting in three of four divisions, and dropping in the fourth where the divisional leader had changed mid-program. The playbook moved from "rerun the program" to "retrain that one division's leadership cohort", saving roughly six months and a lot of survey fatigue.
Culture, read continuously, tied to outcomes
Five culture dimensions, weekly readings over the last eight weeks, paired with the outcome each dimension is supposed to move. The correlation column is what makes the read accountable, not just observed.
- Psychological safety74%+6 ptsVoluntary attrition -0.61
- Learning orientation62%+4 ptsCycle time, P50 -0.42
- Collaboration density58%-3 ptsThroughput +0.55
- Ownership signal69%+2 ptsPredictability +0.48
- Cross-cluster bridging41%-8 ptsInnovation throughput +0.66
Discuss a culture analytics engagement.
A 30-minute conversation is enough to know if we should keep talking.