Company culture becomes a metric
You see in numbers what otherwise stays a gut feeling: engagement, eNPS and values. Aggregated across locations and areas, with a benchmark against your industry.
Companies across Germany, Austria and Switzerland trust Kultify
How Spheros convinced the executive board
“Durch diese Umfrage hatte ich einfach viele Daten, die mir recht gegeben haben. Und so hat die Geschäftsführung dann auch zugestimmt und gesagt: ja, wir müssen da was machen.”
Elena Schmitt, Group Human Resources Director, Spheros
Overview
All metrics on one page
In a report made for leadership, you see engagement, eNPS, turnover risk and values, aggregated across areas and locations. Alongside: an industry benchmark.
- Engagement score and eNPS over time
- Comparison by department, location, size class
- Industry and company-size benchmarks
- PowerPoint export for the board meeting
Executive Dashboard
Q1 2026eNPS
+38Engagement
82 %
Turnover
8.2 %
Participation
79 %
Turnover
See falling engagement before the resignation comes
Unwanted resignations cost more than most leadership teams budget for. SHRM puts a single departure at half to a full year's salary for the position, and more for specialists and managers (SHRM 2023).
- Early indicators in critical areas
- Comparison between locations and size classes
- Turnover costs as a supporting argument
- Follow-up measurement via pulse surveys
Turnover costs
Example · 500 employeesAnnual cost
300,000 €
at 8% unwanted turnover
Early indicator
Engagement falling in Sales
0.5 to 1 annual salary per resignation (SHRM 2023)
Reliable data
Honest feedback through guaranteed anonymity
Results only above a configurable minimum number of responses, set per survey with the works council. Employees answer an external provider more openly than their own HR, because anonymity is built into the platform.
- Minimum number of responses configurable, default 5, set with the works council
- Responses cannot be linked to a person in the system
- External provider, not an internal IT tool
- GDPR-compliant, hosting in Europe and Germany (Hetzner, OVH)
Trust effect
Typical patternPersonal support instead of self-service
- 1
Strategic goal setting
Together with your project team, you define which questions matter for your leadership, aligned with your strategy.
- 2
Rollout
Your project team handles communication, technical implementation and quality assurance. You stay at the wheel.
- 3
Board reporting
You receive results with context, an industry benchmark and recommendations, ready for the next board meeting.
- 4
Actions & follow-up measurement
You derive actions, supported by your project team, and measure their impact through pulse surveys.
Why not just survey internally?
The difference lies in the credibility of the answers. Employees answer an external provider more openly than their own HR when identity and response data stay separated on the server side.
Mit Kultify haben wir einen Anbieter gefunden, der es geschafft hat, unsere Unternehmenskultur in präzisen Kennzahlen abzubilden. Und das über unsere 15 Standorte hinweg.
Oliver Föst
Geschäftsführer · Opti Wohnwelt
Frequently asked questions
Answers to the most important questions from leadership.
Couldn't find a matching answer?
Strategy & value
Implementation & data protection
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Let's talk about your steering metrics.
15 minutes in your calendar. You'll see how other leadership teams anchor culture as a metric in their reporting.
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