How the survey works.
Four steps, three weeks end to end:
- Design: questions tuned to your business, covering trust, clarity, recognition, leadership and momentum
- Run: anonymous, mobile-friendly, typically 80%+ participation because the team is told what will happen with the answers
- Read: results benchmarked and interpreted by James, separating signal from noise and venting from pattern
- Move: a prioritised action plan, with the two or three changes that will shift the next survey, assigned and dated
Why measurement changes behaviour.
Teams tell surveys what they stop telling managers. A well-run survey surfaces the quiet resignations before the loud ones, shows which teams are carried by their leader and which are carried despite them, and gives you a number to move rather than a vibe to argue about.
The catch is credibility: run a survey and change nothing, and the next one gets silence. That is why every engagement survey we run ships with the action plan attached, and why repeat measurement is built into the rhythm, every six or twelve months, so the team sees the loop close.
What you get.
A plain-language report you can share with the team, leader-level breakdowns for the leadership group, benchmark context, and the action plan. Where results point at deeper work, leadership habits, recognition systems, structural friction, the survey pairs naturally with the leadership program or coaching.
Common questions.
Is the survey genuinely anonymous?
Yes, and the team is shown how: responses are aggregated, small teams are combined so nobody is identifiable, and verbatim comments are edited for identifying detail before anyone internal sees them. Anonymity is what buys you the truth.
How long does it take to run?
About three weeks: a few days of design, one to two weeks in field, and the report plus action plan within a fortnight of closing. Fast matters, results lose credibility as they age.
What participation rate should we expect?
Well-launched surveys in this size range regularly clear 80%. The launch message matters more than the tool: when the team believes something will happen with the answers, they answer.
How often should we survey?
Every six to twelve months, with short pulse checks in between if you are mid-change. The value compounds with the second survey, when you can see movement.
The Culture Checkup and everything on this site is general information, not professional advice on any specific workplace situation. Results reflect the answers you give and are a starting point for a conversation, not a diagnosis. Outcomes from any program depend on your team and no outcome is guaranteed.