Culture survey

See where culture breaks.
Before people leave.

The culture survey inside Compono Engage runs the campaign, collects the responses and reports the score, the way a survey tool does. It also measures 12 validated dimensions, current against the culture your own people say the work needs, cut by division, location, tenure and job level, so you know what to fix.

Talk to us See how Engage works

Compono Engage · Engagement

Work atmosphere26 responses

4/ 5Satisfied

Job engagement4.0

Job satisfaction4.1

Turnover intention3.9

Overall climate4.1

DTDelivery team16 people · 16 responded3 of 12Misaligned

Culture dimension insights

InnovativeRisk Averse

ResponsivePlanned

Customer FocusedInternal Effectiveness

CurrentDesired3 of 12 shown

Where the team sits, dimension by dimension

How it shows up for culture survey

A manager and a team member talking over coffee in a quiet corner of an office

The score arrives and the diagnosis does not

Engagement is 68, and it was 66 last year, which tells the executive team almost nothing. Not one person in the room can name the behaviour that moved it, the team carrying it, or the thing to do on Monday that would change it by next year.

Global employee engagement sat at 20% in 2025, down on the year before, after two decades of organisations surveying harder than ever.

Source: Gallup, State of the Global Workplace

The people who resign were the ones you needed

Exit interviews blame the market and the money. The pattern underneath is usually how the place works: who gets heard, how decisions happen, whether effort is noticed. All of it is measurable and none of it is in the exit form.

A toxic corporate culture is the strongest predictor of attrition, and 10 times more important than pay in predicting turnover.

Source: MIT Sloan Management Review, Toxic Culture Is Driving the Great Resignation

The survey is run centrally and the problem is local

Results go to the executive, the action plan is organisation-wide, and the two teams that dragged the average never see anything specific enough to act on. So next year looks like this year.

Gallup estimates managers account for at least 70% of the variance in engagement scores between business units, which is where an organisation-wide action plan lands hardest and helps least.

Source: Gallup, Why Great Managers Are So Rare

Two teams, same company, different cultures

One division runs on consensus and another runs on speed, and both think they are describing the same organisation. Subcultures are normal. Not being able to see them is what makes them expensive.

Gallup's meta-analysis covers 112,312 business units and 2,708,538 employees, and links team-level engagement to productivity and turnover.

Source: Gallup, employee engagement meta-analysis

Everything a good system tracks.
And what only Compono finds.

Compono Engage

The culture survey inside an employee engagement platform

Like any engagement platformSurvey campaigns, response rates and engagement scores
And what only Compono findsHow the organisation really works, across 12 dimensions

Engage does what a survey tool does and then keeps going. One campaign carries four assessments: current culture, desired culture, engagement and open feedback. Culture is measured across 12 validated dimensions on a five-point scale, and the report shows the gap between how the place works now and how your people say it needs to work. The culture explorer segments by division, location, job title, tenure and job level, so subcultures and hotspots show up. Milestones let you mark a restructure or an external event and compare campaigns around it. Underneath sits Work Personality, which shows who is running the culture you just measured.

See how Compono Engage works

Compono Hire

The hiring benchmark an applicant tracking system (ATS) can use

Like any ATSJob ads, applications and pipeline stages
And what only Compono findsCandidates scored against the culture you measured

Hire runs the pipeline any applicant tracking system runs, from the job ad through to the offer. When a culture campaign closes, Engage aggregates the result and hands Hire a culture benchmark by division, so every applicant is scored against the culture your people reported rather than the one a manager imagines. Benchmarks come from current culture, because hiring people for a workplace that does not exist yet ends badly.

See how Compono Hire works

Compono Develop

A learning management system (LMS) for the gap the survey found

Like any LMSCourse enrolments, completions and assessment records
And what only Compono findsThe capability the culture result named

Develop assigns courses and holds the completion record the way any learning management system does. A culture result usually names a capability problem: managers who were never taught to give feedback, teams with no shared way to make a decision. Develop turns that into learning assigned to the people who need it, with the assessment result sitting beside the completion.

See how Compono Develop works

Wherever you operate

Survey responses are sensitive wherever your people sit, so here is how they are handled.

What it is	Australia and New Zealand	Everywhere else
What gets reported	Results are reported by division, location, job title, tenure and job level, and read as a group pattern rather than a named individual	The same segmentation applies to teams in other markets
How responses are handled	Responses are treated as confidential and reported in aggregate, so a result reads as a group pattern	The same handling applies to every team you survey
Where your data sits	Built and hosted in Australia and New Zealand, ISO 27001 and ISO 9001 certified	Data is hosted in Australia and New Zealand wherever your team sits
Access control	Single sign-on and role-based permissions decide who can open which cut of the results	The same controls apply wherever your administrators sit

One platform, one engine.

Hire, Engage, Develop and Assure share the same validated behavioural science engine, so what you learn about people in one product informs the next. People decisions backed by behavioural science and AI.

See how the platform works

Compono Hire

A. Okafor, senior account manager

Culture Fit91%

Job Fit86%

88% overall fit

Compono Engage

Delivery team, 16 of 16 responded

InnovativeRisk Averse

ResponsivePlanned

CurrentDesired2 of 12 shown

3 of 12 dimensions misaligned

Compono Develop

Site supervisor, 42 people in the role

Safety leadership88%

Coaching others44%

68% capability held

Compono Assure

Working at heights, 38 people hold it

Verified competency recordCurrent

Renewal due 14 Mar 2028

Four products, one behavioural science engine.

Common questions

It is both, because Engage is an employee engagement platform and a culture assessment tool in one. One campaign carries a current culture assessment, a desired culture assessment, an engagement assessment and open feedback. The engagement part gives you the score you are used to reporting. The culture part tells you what is producing it.

A pulse survey samples sentiment often and tells you the mood is moving. Engage measures how the organisation works across 12 validated dimensions and compares it with what your people say the work needs, so the output is a gap to close rather than a trend line.

Each dimension is a scale between two ways of working. The twelve are Innovative to Risk Averse, Process Driven to Outcomes Driven, Task Centred to People Centred, Collectivist to Individualist, Centralised Control to Delegated Control, Hierarchical Structure to Flat Structure, Responsive to Planned, Conformity to Individuality, Accepting to Questioning, Cooperation to Competition, Customer Focused to Internal Effectiveness, and Formal to Informal.

Yes. The culture explorer segments by division, location, job title, tenure and job level, and the alignment view shows where groups agree and where they do not. Comparing one campaign with another tracks whether a change actually landed.

Most organisations run a full campaign once or twice a year, because culture moves at the speed of habit rather than the speed of a dashboard. Mark a restructure or an external event as a milestone and compare campaigns around it.

The report comes with observations and tips per dimension, and the alignment and subculture views point at where to start. From there results feed a hiring benchmark in Hire and learning in Develop, so the survey changes decisions rather than filling a slide.

Engage is priced by size band like the rest of the platform, not per response. For a team under 100, one product is circa $5.5k to $6.5k AUD a year. From 100 to 500 people it runs circa $7k to $13k AUD a year depending on the band.

Head office is Brisbane, with offices in Christchurch, London and New York. Data is hosted in Australia and New Zealand wherever your team sits, and the platform is ISO 27001 and ISO 9001 certified, with single sign-on deciding who can open which cut of the results. Responses are treated as confidential and reported in aggregate, so a result reads as a group pattern wherever your teams sit.

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