CultureMonkey

Most culture programs start at the top. In our benchmark, the top is the level employees rate lower. David Liddle told us why culture change stalls: it becomes an initiative, or it gets handed to HR. His fix fits in one line: "You are not stuck in traffic, you are traffic." This edition puts his answer next to a gap in our data that widened this year. #HRLeadership #OrganizationalCulture #EmployeeExperience #Leadership

Five weeks from kickoff to your first survey on CultureMonkey. That timeline holds because the slow parts are taken off your plate. Existing questions are mapped for you, employee data is verified before import, and the HRIS integration runs in the background instead of holding up launch. 🔗 No gap in listening, no rebuild from scratch. #EmployeeEngagement #EmployeeExperience #HRTech

Most culture plans for the next 90 days start with a program. David Liddle's starts with your ears. Asked for the one non-negotiable action for every people leader, he tells them to go and give their people a jolly good listening to. That means leaving the executive floor and asking how work is at the moment, what people need and how you can support them, and then listening to what comes back. It rests on what he calls a single universal truth from his years as a mediator and coach: beyond pay and safety, what people want from work is to feel heard and to feel valued. David Liddle, CEO of The TCM Group | Putting People First™️, on episode 3 of Culture Litmus. Full episode in the comments. #EmployeeEngagement #EmployeeListening #CompanyCulture #CultureClubX

Every quiet team has a conversation it hasn't had yet. Catherine Mattice told us why: speaking up still feels like a walk to the principal's office. Jerrell Moore told us what changes it: leaders who answer a hard truth with "thank you for telling me." This edition is about the space between noticing something and saying it. #HRLeadership #SpeakUp #EmployeeExperience #PsychologicalSafety

Seeing something wrong at work is common, and saying so still carries a real cost. In ECI's Global Business Ethics Survey of more than 70,000 employees, 65% had seen misconduct at work, and 46% of those who reported it said they faced retaliation afterwards. Which makes the reasons people stay quiet worth understanding, because each one asks for a different fix. #SpeakUp #EmployeeExperience #WorkplaceCulture

It takes courage to raise a concern at work. What someone needs in that moment is a way in that feels safe, and the confidence that a real person will respond. Speak Up, anonymous reporting from CultureMonkey, is built for exactly that. A concern can be raised from any phone, without a login and in the reporter's own language, and it goes only to the people meant to handle it. The case team can ask questions and share updates without ever learning who wrote in, so staying anonymous no longer means going unanswered. Make it safe to say the hard thing. #SpeakUp #EmployeeExperience #WorkplaceCulture

Jennifer McClure's argument in Culture Litmus E02: when HR is not part of decisions about people, the people get left out of them. We checked that against our 22 engagement drivers. Growth and development, communication and involvement are among the drivers most closely linked to eNPS, and all three score in the bottom half. The Insider edition sets her case against the data, along with her 90-day advice for HR leaders who want more say in those decisions. #HRLeadership #EmployeeEngagement #PeopleAnalytics #FutureOfWork

Ask most HR people what the job is and you get a version of the same sentence: we support the business. Jennifer McClure thinks that sentence is the ceiling. Her case is structural rather than motivational. HR writes and administers the policies, buys the benefit plans, and designs the systems that decide what people get paid. No other function lands on every employee that way, which makes it, in her words, the job in every organization with the opportunity for the most influence and impact. The catch is that the influence has to be claimed, and most people wait to be handed it. Jennifer McClure, founder of DisruptHR, on episode 2 of Culture Litmus. Full episode in the comments. #EmployeeEngagement #HRLeadership #EmployeeListening #CultureClubX

Where does the gap between a stated culture and the actual work sit? Gartner puts that conflict at 80% of employees, though the more telling number is the smaller one beside it: only 41% of HR leaders have a way to see a culture change coming, which leaves the rest of them finding out afterwards. They find out afterwards because the gap opens somewhere specific, on one shift, at one site, under one manager, in someone's fourth month, while the company-wide number stays flat through all of it. Which makes anticipating it a measurement question before a culture one: read engagement by segment, with drivers and a cadence short enough to catch the gap while it is small. #EmployeeEngagement #CultureChange #HRLeadership #PeopleAnalytics

Nobody asks the people who said no. And they usually have the most to say. You find out eventually from a public review that lands weeks after the decision behind it. Onboarding, tenure and exit each have a number, while hiring only has a status: applied, screened, rejected, offer declined. None of it is a reason. So we built the asking part. Candidate Experience is now on CultureMonkey with surveys at every hiring stage, from application through the handoff into onboarding. Including the people who said no. Engagement doesn't start on day one and it no longer has to be measured from there. #CandidateExperience #TalentAcquisition #EmployeeEngagement #HRTech