See your culture from both sides.
Low trust, disengagement, good people leaving: that's small c culture, what employees experience every day. Behind it sits Big C culture: the systems that decide how the company hires, pays, decides and communicates. We measure both, so the CEO and HR work from the same picture.
Trusted by CEOs and People leaders
Most companies only measure half their culture.
Engagement surveys tell you how people feel. They rarely tell you why. Engagement drops, so you run a wellbeing week. Attrition rises, so you raise salaries. Managers struggle, so you send them on training. Six months later, the same problems are back.
That's because the feelings are small c culture, and the causes are Big C culture: the systems behind how decisions get made, how performance is managed, who gets recognised and for what. Look at only one and you're either treating symptoms or guessing at causes.
Small c culture tells you where it hurts. Big C culture, the systems, tells you why.
The culture systems leaders build.
- Running today
- Not in place
Behind each frustration your people feel is a decision leadership made. Big C culture is the set of systems behind every workplace: hiring, pay, performance, communication, recognition, learning, wellbeing. The leadership checklist maps the Big C culture systems a company runs on and shows which are in place and which are missing.
The culture people experience.
The view from the ground. Twenty-one dimensions built on Maslow's hierarchy of needs, scored anonymously by your people, from psychological safety to purpose. Together they show what stops your people from doing their best work.
Broken down by team, tenure and location, so HR can see exactly where people are thriving, where they're at risk, and which dimension to act on first.
Two lenses. One picture.
The plan-
Step 1 · Big C culture
Take the leadership checklist. Ten minutes, free. Rate how your company is run across the nine systems of Big C culture and see your first gaps immediately.
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Step 2 · Small c culture
Run the employee survey. Your people score 21 dimensions of small c culture, anonymously. See exactly where it hurts, and for whom.
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Step 3 · Close the gap
Fix causes, not symptoms. Compare the two and see which foundation sits behind each problem. Then work through them with your leadership team, one at a time.
“You do not rise to the level of your goals.
You fall to the level of your systems.”
Leaders who saw their culture with unprecedented clarity
"Until now, we've spent countless hours looking into hard metrics, KPIs and OKRs, but very little time into our company culture, mainly because there was no clear way of measuring it."
"It's eye opening. We saw what's really happening behind the scenes… I can confirm challenges with data that I didn't have before."
"In a matter of days we got a detailed x-ray… the teams with issues, the recommendations on how to address them, and a healthy dose of honest comments to back the findings."
"The deep dive into teams, locations and tenure breakdowns was amazing — we never imagined there would be so much valuable insight, especially as we've grown with many new teams and countries that are black boxes to us."
"The results gave an objective and quantitative view into issues that we sensed existed… I fully recommend it, especially if you are a fast-growing company."
"Our executive team is different after the conversation… It's like all the tough issues are on the table now, and everyone feels they have the permission to talk about them."
The data tells you what. The workshops tell you the how.
Some teams take the results and run with them. Others want a partner in the room. We debrief the findings with the CEO and HR together, then run working sessions with your leadership team, turning recommendations into decisions and owners.
"Andreas was instrumental in guiding us through the findings, clearly explaining the results, and offering thoughtful recommendations."
See both sides of your culture.
Start with the leadership checklist, answered by you alone. When you're ready, ask your people. The difference between the two tells you what to fix first.