Why CultureX?

A platform for improving culture grounded in free text

Unlock the richest data source in the world: human language. CultureX works with existing free text data, or administers new, quick surveys, to measure and improve culture.

WHY CULTUREX?

1. GROUNDBREAKING TECHNOLOGY

Building technology that can accurately read what employees say is difficult, but we spent years at MIT figuring it out. Our new natural language processing (NLP) technology will revolutionize the way you make sense of your employee’s words and measure your culture, and it is 100% proprietary.

2. APPLIED THOUGHT LEADERSHIP

When leading thinkers about culture personally focus on your problems, good things happen. Our work has been published in Harvard Business Review, MIT Sloan Management Review, and the Wall Street Journal. We have a world-class network of research partners from the world’s top universities who can further assist you.

3. ACTIONABLE INSIGHTS FROM EXPERIENCED ADVISORS

We have directly advised the C-Suites of over 50 Global Fortune 500 companies, including Microsoft, HSBC, Burberry, State Farm, Samsung, RBC, Pepsi, Johnson & Johnson, and FedEx. We know what actionable advice looks like, and our insights will chart a clear, evidence-backed way forward for your company.

ONCE YOU TRY TEXT, YOU’LL HAVE NO REGRETS

If you’ve never tried free text analysis, it can be hard to imagine how different its insights are compared to asking employees multiple choice questions. Consider how it compares to traditional surveys.

THE TRADITIONAL SURVEY

Traditionally, engagement and culture surveys ask mostly Likert scale questions— questions on a 1 to 5 point scale about how much employees agree with different statements.

When you ask employees Likert scale questions— especially dozens of them— research shows they tend to go on autopilot. They switch off and start answering all 4s and 5s, regardless of the question.
Even if employees pay attention, the answer of an employee who does not care about a question at all counts just as much as one from an employee who is about to quit because of the issue. Likert scale surveys are bad at revealing how much issues matter to employees.
After getting their Likert scale survey results, companies are often left with a big “huh”. Their employees’ answers are often quite similar to last year’s answers as well as their benchmark, and it is hard to understand why employees answered questions the way they did. The actionable takeaways from the survey are few and far between, and not very much happens as a result of it.

MEASURING EMPOWERMENT: 1-TO-5 POINT SCALE APPROACH

QuestionTotal Favorable
Score
Versus Last
Year
Versus
Benchmark
54. I am empowered to make the decisions needed to do my job well.77+1-2

ENTER CULTUREX

MEASURING EMPOWERMENT: THE CULTUREX FREE TEXT APPROACH

COMPANY

BENCHMARK

1 IN 5 SPEAK FAVORABLY
15% cite

3 IN 5 SPEAK FAVORABLY

7% cite

Percentage of respondents citing empowerment

  1. Empowerment is one of the biggest pain points employees bring up, out of hundreds of topics
  2. When employees talk about empowerment negatively, they frequently bring up management
    looking “over their shoulder” and being “second guessed”. Terms like “breathe down neck” and
    “hover over” are used unusually frequently. 
  3. Empowerment is a major pain point restraining agility. The other is bureaucracy.

WHAT ARE SOME ADVANTAGES OF FREE TEXT?

Quick surveys minimize survey fatigue
Dive into employees’ words for rich insights
Only capture what matters to them
Read quotes for more context
More actionable insights
Employees can’t go into autopilot when writing
You don’t tell them what matters with your choice of question. You ask them what matters, give them a blank piece of paper, and listen.

READ YOUR COMPANY’S CULTURE BOOK

Employees know your organization better than anyone, and have a lot of the answers you need. But their words are difficult to analyze. Too often, their feedback is ignored or… worse… turned into a word cloud.
The average Fortune 500 company produces more than one War and Peace-length book of employee feedback text every year. But who reads it?

Data We Work With

  • Financial data
  • Exit interviews
  • Comment boxes
  • Pulse surveys
  • Customer feedback
  • Engagement surveys
  • Non-financial KPIs
  • OKRs
  • Certain transcripts
  • Manager feedback
  • Other sources

DATA, SYNTHESIZED

At CultureX, we like data. Any data you have that sheds light on corporate culture. We will work with what you have, and if we need to we will administer a survey to gather more data. Our surveys usually take 5 minutes per employee.

GDPR, CHECK

We put the Pro in General Data Protection Regulation. We have administered surveys to the CIA and a law firm with one of the largest GDPR practices in the world, among hundreds of other organizations.
Don Sull has directly advised the top teams of over 50 Global 1000 companies, published 5 books, and taught at HBS, London Business School, and MIT

EXPERT OVERSIGHT

All of our engagements are led by Don Sull and Charlie Sull, the co-founders of CultureX and creators of the Culture 500, often with the help of our research network at MIT, Harvard, Stanford, Cambridge, and other institutions.

TODOS LOS IDIOMAS

The CultureX platform works with over 100 languages, and employees from all over the world use it.

WORKING WITH CULTUREX

TYPICAL GOALS OF ENGAGEMENT

Measure Culture

Improve Culture

(incuding specific values, like agility or diversity)

Build Employee Brand

M&A Fit Assessment

Sound interesting?

Get in touch