Support Hub

Thank you for agreeing to the terms and conditions for responsible use of the Workplace Culture domain. You now have access to the dimension statements to survey your workforce. We recommend reading this user guide before developing and sending out surveys to ensure you are following best practices.

It’s important that this type of data is collected and handled sensitively and responsibly. Below are some simple guidelines we recommend you follow:

Sample Size: Ensure you have a sufficiently large sample size before running a survey. We advise against surveying small teams, as responses may be less meaningful and more easily identifiable.
Question Bank: To ensure consistent data collection we always recommend using the Question Bank for the most commonly asked questions, where appropriate.
Dimensions: Choose a selection of Workplace Culture dimensions that are appropriate to your organisation, and capture a balanced view of employee experience.
Identifiable Questions: When designing your survey, consider: “Could I identify a member of the team based on these questions?” If the answer is yes, you should rethink your approach. Key considerations include:
Avoid asking for personal details such as name or email address.
Consider how combinations of questions might identify individuals. For example, asking both tenure and department may make some employees identifiable.
Avoid asking about specific departments if they consist of only one or two people. Instead, group staff more broadly (e.g. Client-facing, Technical, Leadership, Operations).
Raw Data Downloads: The platform allows you to download raw survey data, including line-by-line responses. We recommend only downloading this data if you have a clear plan for managing it and can ensure it is stored securely within your systems.
Aggregated Responses: By default, the platform displays responses in aggregate form in the analytics dashboard. You can further segment (pivot) responses; however, this should only be done where there is no risk of making individuals identifiable.
Responsible Reporting: As with all data collection and reporting, consider your purpose carefully to ensure the right questions are asked and the outputs are meaningful. The data you collect relates to your employees, so it is important they understand how it will be used.
If you plan to publish results externally, employees should be informed before participating in the survey.
If data was originally intended for internal use only and this changes, this should be clearly communicated to staff.
Survey Templates: We have created three survey templates of different lengths in the platform, which can be customised to suit your organisation’s needs. You can also choose your own selection of Workplace Culture dimensions to add to a blank survey.
Pre-survey Message: Alongside the new dimensions, we have included an example pre-survey message for use in Workplace Culture surveys. This includes details to help reassure staff that their data will be handled appropriately.

We value your feedback and are committed to creating the best possible work environment for everyone. Please take a few minutes to complete our annual workplace culture survey.  The survey will close on [DATE].

Your responses are completely confidential and will not be linked to your identity. The survey results will be analysed in aggregate to help us understand our workplace culture and identify areas for improvement.

Your honest feedback is important to us and will help shape our efforts to maintain a positive, inclusive, and supportive workplace for all employees. Thanks for your time.

If you have any questions, please contact your client manager – we’re happy to help.