Question 1

Privacy Policy

Accepted Answer

Privacy Policy

This document regulates the treatment of the information YOU provide to TEAMCULTURE.

Definitions

Anonymization - Use of reasonable and available technical means at the time of processing, through which a data loses the possibility of an association, direct or indirect, to an individual;

Application or Website - Technological tool through which you relate to and send information to TEAMCULTURE;

Client - Legal entity that hires TEAMCULTURE to provide organizational climate survey services;

Controller - TEAMCULTURE, which is responsible for decisions regarding the processing of personal data;

Consent - Free, informed, and unequivocal manifestation by which you agree to the processing of your data for this Privacy Policy;

Personal data - Information relating to you or another user of the TEAMCULTURE app or website;

Sensitive Personal Data - Personal data about racial or ethnic origin, religious belief, political opinion, membership of a trade union or religious, philosophical or political organization, data concerning health or sex life, genetic or biometric data when linked to a natural person;

Anonymized Data - Data relating to the holder that cannot be identified, considering the use of reasonable and available technical means at the time of its treatment;

Deletion - Deletion of data or data set stored in a database, regardless of the procedure used;

Foreman - Natural person, appointed by TEAMCULTURE, w

Question 2

Terms of Use & Privacy Policy

Accepted Answer

These Terms and Conditions of Use (TCU) govern the legal and commercial relations between TEAMCULTURE on the one hand and the user and the contractor on the other, all better defined below. This TCU applies to organizational climate survey services developed and made available by TEAMCULTURE through the worldwide computer network.

Definitions

Contractor – Legal entity incorporated under the laws of Brazil, represented under its constituent acts, which expressly agrees and freely adheres to the terms and conditions set forth herein.

TEAMCULTURE - [TEAMCULTURE DESENVOLVIMENTO DE SOFTWARES LTDA, 2840 Augusta St. - 8th Floor- Cerqueira César, São Paulo-SP, 01412-100 and 31.673.943 / 0001-09] private limited company constituted under the Brazilian laws provider of the services described below.

User – Natural person, over the age of 18, civilly capable, collaborator of the contractor, which agrees and freely adheres to the terms and conditions set forth herein. Users will be considered as individuals who use the TEAMCULTURE services on their behalf, answering the questions sent to them, as well as individuals who act as representatives of the contractor.

Consent

User and contractor declare that they have read and agree to the conditions present in this TCU, with which they expressly agreed by clicking on "I agree" in the TEAMCULTURE website or, not yet that they have not clicked on such "I agree" button, expressly agree by using the tools and solutions

Question 3

How to fill in the user import sheet?

Accepted Answer

If your company has more than 100 employees, you can send us a spreadsheet with the data to facilitate the registration of users.

Download the excel spreadsheet by CLICKING HERE.

When you open the spreadsheet you come across 3 tabs, let's go through one by one.

The first tab (Groups)

In TeamCulture, we can unite collaborators by groups, these groups are composed of a name (group name), and a Parent group. If you want to know more about group structuring, click here.

In the first tab, you will see the information of the groups with some already completed examples.

Fill in the group names and their hierarchies if there are any.

The second tab (Users)

In the second tab, you must put all employees of the company, remembering that ALL FIELDS ARE MANDATORY

Looking at Column D (PROFILE). In this column, we have the permissions within TeamCulture. Currently, we have 3 permission options, Collaborator, Manager, and Administrator:

Collaborator: answer to engagement surveys, custom surveys, and send feedback.
Manager: have access to the company's metrics and the metrics of the group to which they are assigned and respond

Question 4

Group structuring and creation

Accepted Answer

After completing your registration and confirming your email, it's time to create the groups according to your organizational structure. They can be by area, management, location, units, leadership, segmentation, etc.

Let's use the example of the following organizational structure, remembering that this is a complete example, already considering some good practices, but you can assemble the way you consider most important for your company.

It is important to note that when a person responds to a survey his/her feedback (qualitative and quantitative) is linked to the groups to which he/she belongs as a member and to the groups that are above the hierarchical structure.

Employees linked as group managers will have the view of the numbers and feedbacks of their respective groups and sub-groups. Always respecting the rules of anonymity and hierarchical structure (the standard is more than three respondents).

Let's go!

_Remembering that only admins will be able to create and edit groups, managers will only have access to the groups they have been linked to and will not be able to make edits. You can also import or integrate your user base and groups using an import spreadsheet or the product i

Question 5

How does a custom survey work?

Accepted Answer

Let's create a real scenario before we talk about the custom survey to give context and help you understand when to use this model.

Let's use a scenario where the engagement research has already happened and you are evaluating your engagement report. In the evaluation process, there was a doubt about the frequency factor of the feedback pillar.

Looking at the questions below:

The frequency of feedback I receive is enough to help me understand how I can improve.
Which of the following best describes the amount of feedback you receive?

Some people are not satisfied with how often they receive feedback, but you already meet them once a month in a 1:1 meeting format. What is going wrong?

The next step is to evaluate the feedback of that group regarding this topic, then you go to the qualitative feedback area and filter the received.

However, even analyzing the constructive feedback on the subject Feedback was not enough to have a diagnosis.

All is not lost. During the engagement meeting with the team, you decide to talk about the topic, including presenting the results and explaining what feedback is. After all, feedback is not an ev

Question 6

lNPS Leadership Net Promoter Score

Accepted Answer

lNPS Leadership Net Promoter Score

Now, in addition to the eNPS employee Net Promoter Score that measures employee satisfaction with the company, we are also evaluating the lNPS that focuses on understanding the level of people's satisfaction with leadership.

Once a month, the platform will ask this question: On a scale of 0 to 10, how would you recommend your team leader as a good person for working together?.

It is worth noting that the question will appear within 30 days, so it is variable between the first week and fourth week after answering. However, it will always appear within 30 days.

Based on people's answers to this question, we'll sort the results under Relationship with the manager - > Trust in the manager and the report home screen below the eNPS result.

Relationship with the Manager: Trust, lNPS question.

lNPS Leadership Net Promoter Score

Note: initially, the lNPs results report is only available to the account administrator, while the question respects the report view permission.

Do it differently! Let's Question, Act, and Evolve. Talk to our team right now using the side chat or take the opportunity to read more about the platform.

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