“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.”

“Culture Amp is an important piece for me to make sure we’re collecting employee voices in a meaningful way.”

“Our previous performance systems were very hard to customise. We’d ask if we could change the wording because it didn’t feel like our tone of voice or culture, but that was difficult and often not possible. Team members and leaders didn’t enjoy the process and therefore we had to push …

“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 …

“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.”

“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 …

“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.”

“As the team grows, we don’t expect our action planning process to change a lot, but we’ll keep tweaking it based on the feedback we receive each cycle. We’re in the process of further building out our People function, which should allow us a lot more dedicated support in reviewing …

“We’re posting every job because we realize that what we had been doing, even if it worked on some level, didn’t feel fair because it was so informal.”

“We believe strongly that if people love coming to work every day and love what they’re doing, they’re going to be in a flow state. This achieves higher results for our members which rolls up to our shareholders who can then take care of our employees. It’s a virtuous cycle …