What is the culture Quotient?

The Culture Quotient is designed to be a tool in helping you create and grow an organizational culture that matches your brand values, cultivates employee fulfillment, and enables performance.  It is based on a comprehensive data model to extract environmental indicators that enable an optimal environment in which culture can thrive.


The evaluation is the first step to gather a comprehensive baseline of where you are with your culture. It takes on average 25 minutes to take and uses 600+ mappings to see where you are across over 70 attributes.  The evaluation is mobile enabled for employee ease of access.


Comprehensive PDF Report: Provides rich content, analysis, and insights.

Executive Summary:  Provides a quick snapshot of your organization's current state and areas to work on for positive impact.

Interactive Reports: Enables you to interact with the data and analysis, see views, and understand trends.


This includes debrief sessions in which your Culture Quotient Analyst will walk you through your data.  Here, simulation can be used to help drive strategy and workshops.


Who created The culture Quotient?

The Culture Quotient was developed by EffectUX, a company that uses their proprietary research-based data modeling process to understand the key attributes that need to be present to achieve a goal. 


What about validity?

Our aspiration for the Culture Quotient is to provide individuals and teams a comprehensive view to their culture strengths and barriers.  Our validation work will continue but up until now, we have obtained positive user testing, and post reflection interviews that demonstrate validity in the impacts.  We have also run reliability tests in which model outputs were correlated to employee open comments that demonstrated the model picked up exactly what was top of mind for employees.  An advantage to our method is that our modeling is accurate with a significantly smaller sample.  For example, with traditional methods our client with 595 people in the population would need to have 300 people respond for a 95% confidence level and a margin of error of 4%.  Our model picked up accurate actions for impact with just 59 people that were representative of the target audience.

The same proprietary process used to create the Culture Quotient has been proven to extract the impactful success factors that contribute to the achievement of a specific goal, across several industries and domains including: Energy Management, Self-Confidence, Team-Success, Workplace Experience, Video Conferencing Experience, Customer Experience Maturity, Support Experience, Retail Experience, Restaurant Experience and many more. 

The models are built using vast amounts of both structured and unstructured data including but not limited to: validated research studies, market research, domain research, interviews, and observations.  The reflection evaluation is based on specific, observable behaviors which minimizes the potential for distortion.  The responses are mapped to the data model to look for indication of behaviors, or mind-sets, leading directly to actionable results.


What's the process of working with you?

First, we will talk to you about your goals because data initiatives should come from a clear purpose.  Then we will:

  1. Define the parameters for the evaluation.  For example:
    • Number of employees to be invited to participate.
    • Variables important to you, such as, location, function, age etc.
    • Time for the evaluation to be open for employee's to take it.
    • Etc.
  2. Create your evaluation and send you a link to communicate out.
  3. After the evaluation has closed, a Culture Quotient Analyst will analyze your results.  Reports are usually turned around in 5-10 days depending on scope. 
  4. Your Culture Quotient Analyst will conduct a debrief session with you.


What do you mean by Factors and Attributes?

Factors, are the success enablers in which culture can thrive.  We discovered there are 14 key competencies that enable high performing, highly engaged cultures.

Attributes, are what needs to be present or specific capabilities or characteristics.  The culture quotient evaluates over 70 of these.  For each attribute, there are several behaviors that enable the attribute to be optimal. 

Yes, culture is a vast and complicated domain, but the beautiful thing is that making small changes in the attributes can lead to great impact.  We use the model to make sure that you are making impactful changes and focusing on areas that you should target.


How is the evaluation conducted?

We can use the survey style of evaluation, or extract the data via interviews.  With either method, a Culture Quotient Analyst will take the data and run it through the data model to analyze your results.

Surveys can be faster, however, interviews can demonstrate an investment in employees, giving them the chance to have an open dialogue with a third party.  Which you choose will depend on your timing, budget, and purpose.


How is the culture Quotient different than other assessments?

The Culture Quotient looks at over 70 attributes that enable you to effectively understand what actions will take you to a more optimal state – this is a critical distinction.  Once you understand where you are and what behaviors you need to stop, start, and continue, you can work on these for positive impact.

Surveys that ask for agreeance to multiple statements usually require further effort to act on the data in an effective way.  Often these leave you with lots of data, but no real understanding of root cause.  

The Culture Quotient differs from other assessments in many ways, including:

  • It focuses on specific observable behaviors – there are no ratings or duplicated questions here.
  • It is based on a data model - in this way once you know your baseline, you know exactly the root cause as well as what is critical for positive impact.  
  • You do not need a huge participant group to get the insights - a representation is enough, after that, you tend to see corner cases. 


Do you work with partners?

We are always interested in learning about partnership ideas with coaches, consultants, and other companies.  Contact us below and let us know your thoughts! 

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“This goes far beyond a survey and measures. It is a powerful model that extracts the right information to tell you where you are and exactly what you need to do to move the needle.”  

- Vice President, Employee Experience