Configuration
Demographic Attributes
Demographic Attributes The Demographic Attributes section was developed to facilitate the segmentation and analysis of company data. Think of it as a super filter that allows you to view data from an account or group and segment it by criteria such as gender, length of service, age, position, among others. List of Demographic Attributes Ensuring Anonymity To ensure respondent anonymity, the platfoFew readersManaging People
Managing People in the Settings Screen In the settings screen, you can easily manage all the people in your company. Here's how to maximize the use of this functionality: People List Registering People When registering a new person, you can provide various essential details: Photo: Add an image for easy identification. Code: Create a unique code for the person. Name: Enter the fuFew readersPermission Configuration
Permission Configuration on the TeamCulture Platform The TeamCulture platform offers robust functionality for structuring permissions. You can configure the platform according to the contracted module by accessing the permissions menu in the settings area to select the module and enable or disable specific functionalities. Configuration -Permissions -Functionalities Systemic Permission GroupsFew readersManaging Groups
Creating Groups on the Platform After completing your registration and confirming your email, it's time to create groups according to your organizational structure. These groups can be created by area, management, location, units, leadership, segmentation, etc. Organizational Structure: A Practical Example Let's use the following organizational structure as an example, keeping in mind that this is a complete example already considering some best practices. However, you can adapt it asFew 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 readersLeadership 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.Few readersThe 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 readersAction 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 readersEngagement
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 readersAction 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.Few readersOverall 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 readersCultural 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 readersGroup 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 readersSegmentation 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 readersCultural 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 readersOrganizational 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 readersGlobal 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 readersDiversity
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 readersRanking 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 readersHow 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 readersAnalytical 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. (https:Few readerseNPS (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 readersImprovement 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 readersIntelligent 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 readersEngagement 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 readersParticipation
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 readersBurnout 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