136 Culture Amp Testimonials

“We were driving our own digital transformation initiative and we felt there must be a better way in collecting employee engagement data than the patchwork process of designing surveys in isolation, sending out one-off surveys and waiting 6 months to define potential actions. We wanted a solution that gave us quick access to our data as well as other relevant benchmarks.”

"We knew that one of the best tools we had in our arsenal to help with this was Culture Amp."

"Our previous experience of employee engagement surveys told us that by the time you had carried out the survey and consolidated the data, the findings would be months out-of-date and irrelevant."

“We just hired an internal communications director. We’ve never had that dedicated function internally before, but our employee data showed that it was time to invest in a professional to build our internal communications strategy."

“Our direct people managers were also great at informing their teams about why it was important. In order to improve we actually need employee’s feedback, and the Culture Amp survey is a great anonymous way to do it. Having our leaders support this message with their team helped a lot, too.”

“We chose those two because they were among our top five drivers of overall engagement. Each of the dimensions also had about 20 percent neutral responses. Our thinking, based on insights from Culture Amp, was that if these people who were neutral saw deliberate, sustained action, they might change their minds.”

“We want people to know we’ve heard them. We continue to work on these important areas, and plan to come back with even more information in the future. We maintain that drum beat of, ‘Your voice matters. You’re changing how the company thinks and operates.’”

“The survey process is not dissimilar from the culture of Wikipedia, in the sense that people want a channel for their knowledge and voice. We have bright, dedicated, employees. They can spot problems on the ground. We just needed to give them the tools to do so.”

“Our Executive Director, Katherine Maher, sees the importance of having this information and offering people a voice. She committed to the Board, staff, and the Wikimedia community to doing surveys every six months until we see stable improvements.”

“As part of our efforts to consolidate and simplify technology tools, we selected Culture Amp as our internal feedback platform. As a product, it plays well with our distributed teams and has scaled with us as we’ve grown from 1,000 to 5,000 employees.”

"We address engagement opportunity areas by department and geography to ensure that we can get economy of scale, while tailoring solutions and investments. The most important activity we did with Culture Amp’s platform was to cascade communications for results throughout the organization.”

“The annual feedback survey gives our managers clarity into how things get done vs. what things get done. Real change takes place and everyone feels a higher level of accountability and greater level of job satisfaction. We look forward to it every year.”

“While we support continuous feedback at Yelp, our employees can count on the annual Manager Feedback Survey to share feedback anonymously with their manager. It’s a great opportunity for managers to identify what’s working for their teams, as well as opportunities to become even better managers and leaders. Since we’ve been running the survey annually (and even biannually some years) our managers have the opportunity to see their progress after making constructive changes.”

“I love Culture Amp because it delivers expert advice, in an easy to use format, enabling me to deliver a globally consistent program at a company that is very decentralized.”

“I think one of the most important parts of the process is understanding why you really care about engagement. For us, it drives people’s experience of working here, it drives retention, our ability to hire, attract and refer candidates.”