Implementation

• How to tell about TeamCulture deployment to employees

  Communication is a fundamental step to success, people need to understand why we are going to start this work and what benefit it will bring to them. First, we have to keep in mind these 3 main points to success: 1 - That the company is doing it for them. 2 - They must have the interest to respond honestly and regularly. 3 - The company is using a third-party product to ensure and respect people's anonymity. 4 - Reinforce that we will work to improve engagement continuously, for this we neeFew readers

• How to tell about TeamCulture deployment to leaders

  Today we will help you in the process of how to carry out the deployment communication of the platform with the leaders of your company. First, we have to keep in mind these 4 main points: 1 - TeamCulture will help understand people to improve employee engagement; 2 - Leaders are the key to the success of this initiative; 3 - What will be expected from leaders during this deployment process; 4 - We are here to advise leadership, building a strategic HR, empowering leaders in people managemeFew readers

Opinions

• Listen to your team's opinion!

  It's time to understand where qualitative feedbacks appear, interact, and listen to the opinion of your team. First, go to the feedback area in the left side menu or click here. Important: whenever there is new feedback, a red dot will appear in the menu. Entering this feedback area, if you are a group manager, you will see the feedbacSome readers

• Good practices of how to respond to feedback.

  Most common questions about how to answer feedback There are a few questions you're likely to ask when you're introduced to the feedback response feature: After receiving feedback, how soon do I need to answer? Is there an ideal deadline? There is no strict rule for answering. You don't need to reply necessarily within a day. But the sooner you respond, the better will be the reception of the one who gave the feedback. But it is also not healthy to respond immediately. Taking timeSome readers

• Create feedback at any time.

  How do I send open feedback at any time? Go to the feedback area in the left side menu and then click the yellow button in the upper right corner. Before writing select whether your feedback is POSITIVE or CONSTRUCTIVE. Now just write and submit your opinion! Do it differently! Let's Question, Act, and Evolve. Talk to our team right now using the side chat or take the opporFew readers

• How to Interact with Received Opinions

  In this material, How to Interact with Received Opinions, we provide important tips to help you respond to the opinions shared by members of your group. Why is this content so valuable? Through experience, we have found that the Opinions tool is incredibly powerful and can have a significant impact—positive or negative—on the group, depending on how the dialogue is handled. A poorly managed dialogue through the Opinions tool, without proper attention, can lead the person who submittFew readers

• Analytical Opinions Report

  The Analytical Opinions Report section provides valuable information to help you analyze opinions. In the first block of the section (see image below), you can view the total number of "answered opinions" for the selected period, the total number of "opinions" for the period, the number of open opinions, and how many have been concluded during the period. Note: The period is determined by your selection in the filter, which appears at the top of the page in this section. ![](https:Few readers

Action plan

• Creating an action plan or an engagement pill.

  First, we will understand what is continuous improvement. In this way, we will give due value to the action plan in the platform. Continuous improvement is a practice adopted by several companies that aim to continuously achieve better and better results – be they in the company's products and services or its internal processes. We used as a reference the philosophy of Kaizen and the Build - Measure - Learn hypothesis validation technique and created the Question - Act - Evolve cycle.Some readers

• Action Plans - Organizational Climate

  The first step in structuring the Action Plan is to understand the company's strategic planning. When it comes to people and culture, companies generally aim to improve business outcomes, enhance employer branding, and/or increase employee retention. How? By focusing on group performance and engagement. It's important to differentiate between "employee satisfaction" and "employee engagement." Employee satisfaction: The employee is generally content with the company, leadership, environFew readers

• Action Plans

  In this section, “Action Plan,” we will walk you through how to create Action Plans within the platform. However, before diving into the technical details, it's important to emphasize the strategic process. There are critical steps involved in determining which information you'll input into the tool. First, let’s consider the macro objectives. When a company decides to focus on engagement, the goal is typically to improve one or more of the following areas: Employer brand; EmployeeFew readers

• Action Plan Analytical Report

  The Analytical Report section provides valuable information to help you analyze the Action Plan. In the first block of the section (see image below), you can view the total number of "Action Plans Created" during the period, the total number of "Action Plans Successfully Completed" during the period, and the total number of "Action Plans Expired" during the period. Note: The period is determined by your selection in the filter, which appears at the beginning of the page in thisFew readers

Comparison

• 360° view of teams (Group Comparison)

  How do I view a user's groups, segmentation, and attributes? I would say that this is the most used functionality by leaders with different teams and HR professionals, especially Business Partners. After all, who doesn't want to have a 360° view of the company and have the opportunity to compare teams and understand the differences that exist between them? To access the group comparison functionality simply select from the left side menu the option Reports - > Group comparison. ![CoFew readers

• Group Comparison

  In the Group Comparison section, you get a 360° view of the account, allowing you to analyze all the groups that are part of the account. Let's delve into the details! With a simple interface strategically designed for easy visual comparison of the metrics available on the platform, you have several comparison options: Compare one group with other groups within the same account. Compare a group with the average score of all groups in the same account for each metric. Compare a groupFew readers

Insights

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Culture

• Cultural Maturity Level

  Every culture has Cultural Maturity Levels that are calculated based on behaviors. Let’s break this down! We classify Cultural Maturity Levels using a pyramid with five layers, which are (starting from the base): Survival >> Disengaged: Employees are counting the hours until they can leave. People work out of financial necessity and are constantly seeking new opportunities. Safety >> Not Engaged: People do not enjoy the work they do but stay with the company for security and coFew readers

• Ranking of Cultural Values

  The Cultural Behaviors Ranking presents an order of behaviors for the group or account based on the current culture. If you have questions about behaviors, we recommend reading the explanatory material "What are Values and Behaviors." Now, let's understand why the ranking is presented based on the current culture. Below, we describe two scenarios, one of which is the most common in the market. There are cases where the current culture aligns with the desired culture—keeping in mind thaFew readers

• Organizational Culture Management

  In the Organizational Culture Management section, you configure the Culture Code for each account and group on the platform. If you have multiple companies within a business group, each with a different Culture Code, this is where you will configure it. This allows you to create multiple Culture Codes and assign them to their respective group(s). Through the Culture Code configuration, the platform can calculate important metrics such as the Cultural Gap (the difference betwFew readers

• Cultural Evolution

  In Cultural Evolution, you can visualize how the metrics Cultural Alignment and Unfavorable Culture behave over time. Analyzing the historical data is crucial for understanding patterns and identifying trends, which in turn enables the implementation of meaningful measures based on these insights. Note: If you haven't reviewed them yet, we recommend reading the explanatory materials How Cultural Alignment Works and Unfavorable Culture. When examining the **Cultural EvolFew readers

Climate

• lNPS Leadership Net Promoter Score

  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 worthSome readers

• Leadership Net Promoter Score (LNPS) Score

  The LNPS (Leadership Net Promoter Score) focuses on measuring employees' satisfaction with leadership. This metric is extremely relevant since leaders play a key role in aligning the group's objectives with the organization's mission, vision, and values. It's important to note that without strong leadership that is well-regarded by the team, it is unlikely that employees will be engaged. Additionally, research shows that poor leadership is one of the primary reasons for employee turnover.Some readers

• Engagement survey

  It's time for engagement surveys. Anyway, how does this survey work? After people receive the invitation to finalize their registration, they start by answering ten quantitative questions and one qualitative question. Click here to know the question formats. We should point out that the questionSome readers

• What is eNPS (Employee Net Promoter Score)

  What is eNPS (Employee Net Promoter Score) This indicator helps to understand the degree of employee satisfaction and loyalty. How is this indicator calculated in TeamCulture? We measure the eNPS by asking: The first time employees respond to TeamCulture surveys, they receive a question for eNPS. In this way, we can understand the satisfaction index of the company in the fSome readers

• The 10 Employee Engagement Pillars

  The 10 Engagement Pillars are ten strategically designed metrics that make up the Organizational Climate pillar, helping you understand how your team is doing in various aspects. They include: Relationship with direct manager Alignment Personal Growth Satisfaction Peer relationship Ambassadorship Wellness Happiness Recognition Feedback It’s important to emphasize that all 10 Pillars are interconnected, meaning that the development of one can influence the development of otFew readers

• Improvement Recommendations

  The Improvement Recommendations section provides information on market best practices, including what companies have implemented and what has been effective for them. For example: How to structure a career development program; How to make meetings more productive and optimize time; How to create an environment where people feel comfortable sharing their ideas; How to develop incentives that truly align with each individual's profile; And much more. It's very important that you caFew readers

• Engagement Report

  How does the engagement report work? Remembering that you can use the filter on the upper right side to access the groups that you have access permission (groups that you have been added as a manager in the group configuration or all groups in the case of access as administrator). If you are still in doubt about how the group structure works, go to the article: group structuring and creating. ![](https://storage.crisp.chat/users/helpdeFew readers

• Reliability rate

  In the questions' area of the engagement report, there is a concept called reliability rate, used to understand the level of confidence concerning the grade being presented. What is the reliability rate? The reliability rate is based on the number of given question respondents. The higher the number of respondents, the higher the grade reliability. Considering this rate duringFew readers

• eNPS (Employee Net Promoter Score) Score

  "Customers will never love a company until the employees love it first." - Simon Sinek That's what the eNPS (Employee Net Promoter Score) metric is all about! eNPS measures the likelihood of an employee recommending the organization as a great place to work. This metric helps gauge the group's loyalty. Employees who are unhappy with where they work can become "bad apples" within the organization and are also likely to engage in negative word-of-mouth about the company. On the other hanFew readers

• Overall Engagement Average

  The Overall Engagement Average, within the context of Organizational Climate, is a metric that provides a macro view of the group's health. It is calculated based on the scores of specific Organizational Climate metrics, such as the 10 Employee Engagement Pillars, eNPS, lNPS, and Smart Pillars. If you haven't reviewed them yet, we recommend checking out the explanatory materials on the 10 Employee Engagement Pillars, eNPS Score, lNPS Score, and Smart Pillar Segmentation. Overall Average ![](Few readers

• Burnout Index

  Have you ever heard of burnout syndrome? Burnout syndrome is a mental health condition caused by extreme exhaustion, always related to an individual's work. According to global research, this syndrome affects about 20% to 30% of employees worldwide. The Burnout Index metric is related to the key factors that lead to burnout, which are: Exhaustion: This refers to the fatigue caused by excessive efforts, primarily psychological, in the workplace. Exhaustion impacts cognitivFew readers

• Intelligent Attributes and Demographic Reports

  The Intelligent Attributes and Demographic Reports section was developed to streamline the process of segmenting company data and analyses. How does it work? It essentially functions as a super filter. For example, you can choose to view data by account or group and segment it for analysis by gender, tenure, age, position, and more. However, it’s important to note that a minimum of 3 respondents is required across all selected segments. Why? Because the platform’s goal is to ensure respondeFew readers

• Engagement History

  In the Engagement History section, you can track how the Organizational Climate metrics have evolved over time. Analyzing this history is crucial for identifying patterns and uncovering trends, which in turn allows you to implement key actions based on the insights you discover. In the basic view of Engagement History, you can observe the historical behavior of the Overall Engagement Average metric. The graph displays three lines representing the trends for your group, the account, andFew readers

• Segmentation of Intelligent Pillars

  The Segmentation of Intelligent Pillars, a component of the Organizational Climate metrics, includes key metrics that significantly impact group engagement. These metrics are: Innovation Culture Burnout Risk Diversity It’s important to note that the Segmentation of Intelligent Pillars utilizes the same survey as the 10 Employee Engagement Pillars. As a result, some questions from the 10 Pillars are also linked to the Intelligent Pillars. To identify which questions are associatedFew readers

• Diversity

  When we talk about innovation, we also talk about multidisciplinary teams. Why? Because when we bring together a variety of professionals with different backgrounds, skills, and knowledge, we can analyze multiple aspects of the same problem. By examining these different perspectives, we discover solutions that individuals, working alone, might not see. However, it's crucial to understand that even if your group is composed of multidisciplinary professionals, without a safe environment to expresFew readers

Participation

• Participation Report

  Finally, you carried out the communication talking about the survey and we started the surveys, but are people answering? In the left side menu, you can access in reports the participation menu (reports - > participation), if you prefer you can click here. In this area, we can view some crucial information: Invited users: people we add to the platform who have received an invitation to participate in the engagement work. Confirmed uSome readers

• Participation

  Let's understand how the Participation Report works! First, it's important to clarify the terms "Invited," "Confirmed," and "Respondents." Here's what they mean: Invited: The number of people to whom you've sent an invitation to join the platform, including both those who have accepted the invitation and those who have not yet accepted it. Confirmed: The number of people who have accepted your invitation and are now active on the platform. Responders: The number oFew readers

Benchmark

• Global Indicators

  In this guide, we will explain how the Benchmark feature of the platform works. This feature was designed to provide comparisons of the results for each indicator, both internally, within groups of the same account, and externally, with other accounts. Our approach is rooted in the philosophy of continuous improvement. Therefore, the Benchmark feature aims to provide insights that encourage a deeper understanding of why certain groups excel in specific indicators. It's about learning frFew readers

• Engagement

  You've probably heard about the importance of having engaged employees to achieve great results as a team. When you think of engagement, the image that likely comes to mind is of proactive people who bring new ideas and solutions to solve emerging problems because they genuinely feel responsible for the success of the initiatives. Am I right? This is a common perception in the market, and I’d even say it’s a bit romanticized, like a “happy ending” scenario. In reality, however, engagementFew readers