Consistent diagnosis
Versioned question banks keep scoring comparable and trustworthy.
Whole-company insight
Culture
Understand the culture as a whole.
A structured Culture Health Check that reveals organisation-wide strengths, pressure points and patterns hidden by individual incidents.
Culture Health Check
Organisation overview
Trustworthy and Supportive Leadership
76
Psychological Safety
58
Empowerment and Autonomy
82
Wellbeing and Work-Life Balance
61
Priority: strengthen trust in fair action
Designed for useful action
See the system, not just the symptoms.
Culture provides the deeper, periodic view. It complements Pulse by examining the wider system: safety, trust, leadership, belonging and the conditions people experience at work.
Theme-level clarity
Move beyond one overall score to understand the areas shaping experience.
Protected reporting
Configured thresholds prevent results from identifying individuals.
Priorities leaders can use
Turn broad feedback into focused, proportionate next steps.
Culture Health Check
What we measure
Nine connected dimensions show how people experience work and where focused action can strengthen culture.
01
Trustworthy and Supportive Leadership
How trust and supportive leadership shape everyday experience.
02
Empowerment and Autonomy
Whether people feel trusted to make decisions and use their initiative.
03
Fairness, Recognition and Reward
Whether contribution is genuinely valued and rewarded fairly.
04
Wellbeing and Work-Life Balance
How well the organisation supports health, energy and sustainable work.
05
Growth and Development
Whether people can learn, progress and fulfil their potential.
06
Psychological Safety
Whether it feels safe to speak up, take risks and be yourself.
07
Negative acts / bullying and harassment
The frequency of bullying, harassment and other harmful workplace behaviour.
08
Reporting climate and organisational response
Whether concerns are heard and dealt with fairly.
09
Impact and outcomes
How the culture is affecting wellbeing and effectiveness.
A clear view of culture
What your results can look like
Explore a fictional Culture Health Check, with the overall score, all nine dimensions and what each area is telling us.
Sample: HeartBrain demonstration
Culture snapshot
Overall, this workplace has real strengths alongside some clear pressure points. Parts of the culture are working well, but enough of what was shared points to friction, inconsistency or unfairness that it is worth acting on before it settles in.
No single area stands out as a clear strength yet, so there is room to build in every direction.
The areas needing most attention are "Psychological Safety" (48) and "Reporting climate and organisational response" (55). This is where friction is showing up most.
One or two things stood out: Trust and psychological safety are lower than other areas. These usually need attention before broader change can take hold.; Most areas are in a good or middling position. A small number of targeted changes could shift the overall culture positively..
Within the negative-behaviour indicators, these items point to behaviours happening often enough to matter: “Being ignored or excluded”; “Persistent criticism of your work”.
What each area is telling us
Tap any area above to highlight it here.
- Trustworthy and Supportive Leadership (72.0) Leadership is a mixed picture. Some managers are trusted and supportive, but the experience is uneven and depends heavily on who you happen to report to.
- Empowerment and Autonomy (74.0) Autonomy is present but inconsistent. Some people are trusted to make decisions while others feel closely watched or quietly worked around.
- Fairness, Recognition and Reward (58.0) Fairness and recognition are patchy. Good work is sometimes acknowledged, but decisions about reward and opportunity are not consistently seen as even-handed.
- Wellbeing and Work-Life Balance (61.0) Wellbeing gets some attention, but balance is hard to hold onto. Pressure builds at times and there is not always space to recover.
- Growth and Development (66.0) Growth is possible but not obvious. Opportunities exist for some people, yet the route to them is unclear or unevenly offered.
- Psychological Safety (48.0) Psychological safety is low. It does not feel safe to speak up, disagree, admit a mistake or ask for help, so problems stay unspoken.
- Negative acts / bullying and harassment (74.0) Some negative behaviour is happening often enough to matter. It may not be constant, but it is present and it is being felt.
- Reporting climate and organisational response (55.0) There is some faith in the reporting process, but not full confidence. People are unsure whether raising a concern would actually change anything.
- Impact and outcomes (70.0) The culture is beginning to take a toll. Motivation, focus and wellbeing are being affected for at least some people.
What this changes
Insight with a clear purpose.
A whole-company evidence base
Clear strengths and risks
Better-informed culture priorities
See it in context
Build a healthier culture with connected insight and action.
Choose the solutions you need, or bring all four together with HeartBrain Total.