Survey design and curation
Questions curated with the team, mapped to the 15-driver framework.
Better workplaces, built on People Science
Culture does not improve by instinct. It improves when honest feedback meets a team that knows how to read it, and hands you the plan to act.
4.7 / 5 on G2, Spring 2025
500+ organizations·30+ countriesSOC 2GDPR
Survey curationPulse surveysCross-org heatmapsThematic AINine reportsAction plansTrusted by teams at
End to end
What the People Science team can do for you
Pulse surveys
Targeted sends in minutes: frequency, audience, question sets.
Real-time engagement tracking
Scores, eNPS and drivers, live across every team and location.
Cross-org heatmaps
Which teams thrive and which need support, across 15 drivers.
Thematic AI
Open text grouped into themes, sentiment-scored, human-correctable.
Manager dashboards
Every manager gets their team's view, with recommended actions.
People Science reports
Nine expert-crafted report types, produced by the in-house team.
Personalized action plans
Findings become a plan per team, with owners and timelines.
Methodology
The research framework behind your surveys
- Fifteen research-backed drivers ship with every CultureMonkey account. Autonomy, leadership, recognition, growth and development, wellness and purpose alignment are on the list, and every one of them is measured the same way.
- A driver score is a plain average of its answers. No weighting, no model behind the curtain. We would rather tell you that than let you find out on a call and wonder what else was dressed up.
- You can add drivers and sub-drivers of your own. Custom drivers score exactly like the defaults, with one honest limit: no external benchmark exists for a driver only you measure.
Intelligence
How AI turns feedback into usable insight
- The machine does the volume no one reads by hand. Open-text responses are grouped into themes and sentiment-scored at scale, and a person can correct any tag the model gets wrong.
- A person does the interpretation and stands behind it. The nine reports below are produced by the People Science team, not generated by the platform, and AskCooper answers plain-English questions about your data in between.
- The boundary is analysis, not consulting, and we say so. The team designs, interprets and reports. It does not run your change program for you, and a defined edge beats a vague promise.
AskCooper
In-platform and in Slack · role-aware
Ask about any team, topic or comment
Sample conversation, shown for illustration. AskCooper respects role-based access.Technology
One platform for data, AI and people
- The platform runs the listening, so nothing waits on a human. Surveys go out on schedule, responses land in live dashboards, and scores update in real time across every team and location.
- Benchmarks are built in, matched on your industry and size band. They come from 10M+ employee data points and cover the standard drivers and eNPS, so the comparison means something and never pads the table.
- Four disciplines run as one loop, not four tools. Surveys, data science, AI and the People Science team hand off to each other, so what you learn each cycle sharpens the next one.
You against the benchmarkYour score · size band · industry
ComparatorAccount setting
Industry · sizeFinancial Services · 1,001-5,000
YouSize bandIndustry
Leadership
7.6 · 7.2 · 7.0
Manager
7.4 · 7.4 · 7.2
Workload
5.8 · 6.7 · 6.5
Workload sits behind the size band in every region. Benchmarks cover the standard drivers and eNPS, not custom questions.
Ask to see a real report. We will walk through one on the call, not a slide about it.
Reports
Nine reports, one for each decision
- Each report answers one decision, for one audience. A whole-organization read at one end, a three-dimensional cut at the other.
- The People Science team produces them, not the platform. A dashboard export is not an analysis someone stands behind.
- Format and turnaround are confirmed before launch. Most are delivered as slide decks; the specifics for your program are agreed up front.
Make the caseBefore and above the programme
Engagement Need AssessmentThe case for measuring, in context
Engagement Need Assessment
- The rationale for measuring, in your industry and history
- Written to build alignment and leadership commitment
- For a first programme, or a relaunch that needs a case
Senior leadership1-5 slides
Benchmark Insights ReportAhead, at par, or needs attention
Benchmark Insights Report
- Your results set against relevant industry benchmarks
- Strengths, gaps and where you differ from peer organisations
- Each standard driver marked strong, at par, or needs attention
Executive leadership5-10 slides
Regression Analysis / Engagement Driver ImpactWhich drivers move the score most
Regression Analysis / Engagement Driver Impact
- Which drivers do most to lift or hold back engagement
- Effects quantified, so initiatives can be ranked by likely impact
- Evidence-backed prioritisation instead of gut feel
Executive leadership7-10 slides
Read the orgThe organization-wide picture
Engagement Insights ReportThe whole-org engagement read
Engagement Insights Report
- Engagement across teams, locations and demographic groups
- Hidden patterns and emerging trends, not just the headline score
- Focus areas plus trend tracking, so decisions can be measured
HR teams18-25 slides
Employee Voice / Thematic AnalysisOpen text, grouped into themes
Employee Voice / Thematic Analysis
- Open-ended responses grouped into recurring themes
- The sentiment and the themes sitting behind the scores
- Lived experience that quantitative scores cannot show
HR & culture teams10-15 slides
Employee Lifecycle InsightsSentiment from onboarding to exit
Employee Lifecycle Insights
- Sentiment stage by stage, from onboarding through exit
- The touchpoints where the experience starts to weaken
- Early warning, before attrition becomes the signal
HR business partners10-12 slides
Cut it deeperWhere the averages hide things
EBU Report (Engagement Business Unit)Engagement by business unit, drilled down
EBU Report (Engagement Business Unit)
- Engagement sliced by business unit, then drilled deeper
- Department, location, tenure band, any attribute you track
- Where disengagement hides inside a large organisation
BU heads18-25 slides
3D ReportThree dimensions crossed at once
3D Report
- Three or more attributes queried at the same time
- Tenure, department and location, or your own attributes
- The low-scoring pockets a single lens misses, above the anonymity threshold
People analytics leads10-12 slides
Custom ReportsBuilt around your structure
Custom Reports
- Built around your structure, priorities and objectives
- Bespoke metrics and layouts, not a standard template
- For complex organisations and specialised frameworks
Complex organisations20-25 slides
Proof
The science behind it is real, and recognized
15
drivers in the research-backed framework your engagement surveys score against
10M+
employee data points behind the benchmarks and sentiment models
4.7/5
average rating from HR leaders on G2
Go deeper on our methodology, intelligence, technology, and benchmarks.
In their words
Hear it from people leaders
CultureMonkey made it easy to automate our employee engagement surveys while still giving us the flexibility to customize them. Their real-time data analysis, combined with insights from the People Science team, helped us uncover key focus areas, align our strategy with industry benchmarks, and strengthen our leadership development efforts.
Mollie Mock KaufmanDirector of Talent Development & Training · United Bank
QR codes, multilingual support, and open comment analysis helped our managers understand culture deeply and have more meaningful conversations, something that was not possible before.
Heather KaneChange Management & Engagement Lead · Robertshaw
CultureMonkey is able to translate that accordingly, not just a translation you might get on Google, but one that is actually utilized in each language, understood as the question is intended to be understood. And that is done by the employee choosing the language they would like to take that survey in, which is a really big difference maker.
Elizabeth EganDirector of Talent Management & Organizational Development · Cerence AI
FAQ
People science: the questions buyers ask
What people science is
The discipline and the team, defined plainly.
What is people science in employee engagement?
People science is the practice of applying research methods to employee feedback: choosing what to measure, measuring it consistently, and interpreting the results. At CultureMonkey it covers a research-backed framework of 15 engagement drivers, industry benchmarks built from 10M+ employee data points, and a team that produces analysis and reports from your survey results. It is the layer between a raw survey score and a decision you can defend.
What does a people science team actually do?
The team designs your survey against the driver framework, runs pre-survey diagnostics on larger plans, and produces the reports after the survey closes: engagement reads, benchmark comparisons, thematic analyses of open text, and business-unit drilldowns. The platform collects and scores; the team interprets and reports. On 1000+ employee plans, a scheduled results deep-dive with the team is part of the plan.
What you receive
Reports, formats and timing.
What reports do you get after an engagement survey?
Nine report types: an organization-wide Engagement Insights Report, a Benchmark Insights Report, an Employee Voice thematic analysis, Employee Lifecycle Insights, a driver-impact analysis, an Engagement Need Assessment, a business-unit EBU Report, a multi-dimensional 3D Report, and fully custom reports. Each is produced by the People Science team for a named audience, from HR teams to boards. The full catalogue, with what each report is best for, is on this page.
What format do the reports come in?
Most reports are built as slide decks; the catalogue above lists a typical length for each type, from a 2-slide executive summary to a 25-slide organization-wide read. Dashboards, tables and charts inside the platform can also be exported directly. If your leadership needs a specific file format, ask during scoping and the team will confirm what is available for your plan.
How long after the survey closes do reports arrive?
Turnaround depends on the report type and the size of your program, and it is agreed when the report is scoped rather than promised generically on a page. The platform's own dashboards update in real time as responses land, so your scores, heatmaps and themes are visible immediately while a produced report is being written.
Can we get a board-ready presentation?
Yes. Two of the standard nine, the Engagement Need Assessment and the Benchmark Insights Report, are built for leadership audiences, and in-platform reports can be exported for a board pack. Tell the team who the report is for; every type in the catalogue names its intended audience, from HR teams to boards.
Access and cost
What is included at each size, and what costs extra.
Is people science support included, or does it cost extra?
Both, depending on depth. Every plan includes 24/5 email support. From 200 employees you get a dedicated Customer Success Manager, and from 1000 employees a results deep-dive with the People Science team is included. Analysis beyond what your plan covers is scoped and quoted separately, so ask what is included before you sign. The pricing page lists every tier in full.
How do we reach the people science team?
Through your Customer Success contact. Under 200 employees, onboarding runs in a group with the Customer Success team; from 200 to 999 a dedicated Customer Success Manager is your standing contact and brings the People Science team in; at 1000+ the results deep-dive with the People Science team is built into the plan, alongside priority email support.
Is there a minimum organization size?
The platform has no minimum, and plans are published for organizations under 200 employees. A produced People Science report is richer the more responses sit behind it, so very small teams often get more from the live dashboards than from a commissioned report. If you are near the line, ask; the honest answer depends on your headcount and response rate.
The framework
Drivers, and how the scores are calculated.
How many engagement drivers are there, and how were they chosen?
Fifteen research-backed drivers ship with every account, including autonomy, leadership, recognition, growth and development, wellness and purpose alignment. They come from CultureMonkey's research-backed engagement framework, and every rating question in a survey maps to one of them. You can add custom drivers on top. The methodology page covers how the framework was built.
How is a driver score calculated?
A driver score is the plain average of every rating answer mapped to that driver, and the overall engagement score is a flat average of every rating answer in scope. There is no hidden weighting and no proprietary index. Open-text answers, eNPS and lifecycle sends are excluded from the average, and the metrics guide explains each number in detail.
Can we add our own drivers?
Yes. Custom drivers are supported, and account-created sub-drivers group rating follow-up questions for finer-grained analysis. A custom driver scores exactly the same way as a default one. The one limit is comparison: industry benchmarks exist for the standard drivers and eNPS only, so a driver that only you measure has no external reference point.
Benchmarks and AI
Where the comparisons come from, and where the machine stops.
Where do the industry benchmarks come from?
Benchmarks are built from 10M+ employee data points across industries and geographies, and comparisons are matched on your industry and employee size band. Standard drivers and eNPS carry benchmarks; custom questions do not, and not every industry and driver combination has one. The sources of the underlying panel are not disclosed. The benchmarks page covers how they are built and used.
Is the analysis done by AI or by a person?
Both, with a clear split. The machine groups open-text responses into themes and scores sentiment at a scale nobody reads by hand, and a person can correct any tag it gets wrong. The nine reports are produced by the People Science team, not generated by the platform. AskCooper, the built-in AI assistant, answers plain-English questions about your data between report cycles.
See what arrives after the survey closes
Join 500+ organizations across 30+ countries. Bring your report list and your board deadline; we will map both to the catalogue above.
ISO 27001·SOC 2 Type II·GDPR·★★★★★ 4.7/5 on G2