ME · individual
Growth & development.
The opportunity for growth and professional development and a view of their future at the company.
Stop guessing what your people want. We partner with you to take an honest read on your culture — what’s working, what isn’t, and what your people are quietly craving — at every level of the organization.
The culture is usually the thing you can feel but can be hard to define, but we often overcomplicate it. Think of it like this: “culture is what your people tell their friends when they ask if their company is hiring.”
Culture is everything that comes after the “yes, but…” It’s the thing you go home and complain about day after day to your roommate, partner, at happy hour. And no company is perfect — every single one has something that follows the “but…” — most of them just don’t know what levers to pull first to have the biggest impact.
Our ME · WE · US framework assesses three levels to give you a robust look at your culture: Individual (ME), Team (WE), Organization (US).
ME · individual
The opportunity for growth and professional development and a view of their future at the company.
WE · team
The manager relationship and team dynamic — an understanding of how it actually feels to do the work together.
US · company
A look at the leadership, and an understanding of whether everyone’s aligned on where you’re headed.
Looking at each level on its own is how we find the real gaps, friction, and opportunities.
Five steps, tailored to your organization.
Discuss needs, any initial concerns, and desired learnings with 2–3 stakeholders.
Tailor the assessment questions and language for your company.
Distribute internal communication & launch the assessment.
Conclude data collection; begin analysis.
Deliver assessment results with key themes, trends, and recommendations.
While the assessment is standard, we tailor the language to your organization. The assessment has two components: a quantitative survey (so you have metrics to measure against in the future) and a qualitative, open-ended portion where we get the context and details.
This is for leaders who would rather know than assume. It’s a good fit if you:
We don’t benchmark you against other companies. We tell you what your people told us and what we think it means. The only comparison worth making is you against yourself — before and after, if you run it again.
See what your people are really saying.