Steer the change in your company
See sentiment at every step of a change process: a baseline before the start, a pulse during implementation, a before-and-after comparison at the end. So you make decisions with data instead of gut feeling.
Our experts advise you personally
and guide the entire process
The business case
Change rarely fails because of the strategy. It fails because of the workforce that isn't brought along.
Restructurings, mergers and new strategies tie up management attention, consultant fees and workforce energy. When they fail, the problem isn't the roadmap, it's acceptance.
of change programs fail to reach their announced goals
higher probability of success with active change management that uses employee feedback
higher profitability in teams with high engagement compared with teams with low engagement
Four data points between announcement and success review
Change is a process, not a moment. You can measure and steer every phase.
Measure first, then change
Without a baseline, there's no later proof that anything moved. You measure from the validated question pool a few weeks before the project starts, segmented by area, location and hierarchy level. Industry benchmarks show where you start above and below the market level.
Sentiment in weeks, not in quarters
A pulse every two to four weeks, five to ten questions, under three minutes to answer. Delivery runs via the survey plan and needs no project manager. You see trends before they turn into escalations.
Not every team experiences the change the same way
Head office is on board, sales isn't pulling its weight. The North location is ahead, the South location hesitates. Anyone measuring this in aggregate doesn't see it. You see acceptance by department, location, length of service and hierarchy. Heatmaps show where to adjust in a targeted way.
"We hear about changes from the intranet, not from our manager."
The numbers say what. The comments say why.
From thousands of free-text answers, Kultify AI extracts the recurring themes, groups them by sentiment and adds the most frequent original quotes. No one has to read comments one by one, and no answer is traced back to a person.
Track the impact
After the change you measure the same dimensions as at the start: trust, engagement, identification. What moved can be proven. What stayed stuck becomes the agenda for the next round.
Measure every step, not just the result
- Before the start
Kickoff and survey architecture
Together with the project team you define which dimensions you measure, how segmentation works and at what cadence the pulse runs.
- Week 1–3
Baseline survey
From the validated question pool you measure trust, engagement and readiness for change before the project even becomes visible.
- During implementation
Pulse surveys
Every two to four weeks a short pulse runs automatically via the survey plan. You see heatmaps and trend charts in real time.
- After each pulse
Analysis and adjustment
Segmented reports and AI theme analysis show where you need to communicate, train or ease off the pace.
- After project completion
Post-change evaluation
On identical scales you measure what the change actually moved in trust, engagement and identification.
Mit Kultify ist es uns gelungen, die Stärken unserer Arbeitgebermarke und die Handlungsfelder für unseren Change-Prozess transparent zu machen.
Eva Preu
ehem. Leitung Strategieentwicklung und Unternehmenskommunikation · BRZ
Frequently asked questions about supporting change processes
Surveying during a change process
Codetermination & works council
Analysis & impact measurement
Change needs direction. Feedback provides it.
In a personal conversation we show you how Kultify supports restructuring, a merger or a new strategy with data, from the baseline to the post-change evaluation.
What we'll talk through with you
- Employee surveys with minimal effort
- Straightforward rollout including training
- GDPR-compliant, anonymous, agreed with the works council
- One tool for HR, leadership and management
