The Cultural Survey Process

We collaborate with organizations to mine for information that together we use to create tools that build more effective workplaces.

Upfront planning creates clarity.

A well thought-out plan for employee surveys leads to better response rates and fewer “hiccups”. We’ll work with you long before the first survey is ever completed to create a realistic timeline for all survey-related activities and clearly communicate who is responsible for what.

Less is more.

You don’t need to ask the same question 5 different ways. By limiting the scope of your focus and asking the right employee survey questions, our clients are much better equipped to generate data that is truly meaningful and actionable.

Frequency is the key to change.

Surveying employees only once a year (or less) makes it increasingly difficult to measure whether your prescribed interventions and action steps are resulting in the changes you desire. By surveying at 6 month intervals, we help our clients minimize environmental “noise” and more accurately evaluate the impact of their improvement efforts as they are undertaken.

So what does it all mean?

Not all low scores need fixing. Rather than presenting our clients with a myriad of percent favorable scores and breakouts, Legacy Business Cultures completes a rigorous statistical analysis of the relationships that exist between your employee survey data points so we can help you identify your greatest points of leverage to affect change.

Feedback, please.

Transparency builds credibility. Legacy Business Culture completes and returns all summary reports within one week of data collection. Included with each management report is an employee survey overview that we recommend be shared simultaneously with your entire organization. Real-time feedback to the people who shared their opinions promotes dialogue and trust and increases participation rates for future survey rounds.


With data in hand, the best organizations act quickly to draft, communicate and implement action plans that target the points of leverage identified in their survey results. Quick, visible action communicates leadership integrity and commitment to improvement more effectively than anything else.