Culture Amp

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4 AI Coach prompts you should be trying to drive performance ↓ 1️⃣ When you want to give better feedback: “I need to deliver feedback to [a direct report who is technically strong but frequently interrupts others in meetings]. Draft a conversation script using the SBI (Situation, Behavior, Impact) model. Ensure the tone is [supportive yet firm about the need for behavioral change]. The direct report should leave this conversation with [potential next steps for growth and future improvement].” 2️⃣ When you don’t know what to do with survey results: “Give me three recommended actions to help improve [themes from survey, e.g., motivation or recognition, tailored to our team function]. These recommendations should be realistic for a team [with limited capacity as well as visible and meaningful to leadership]. Include key KPIs to track, any relevant constraints or assumptions, and potential risks or pitfalls to avoid when implementing each action.” 3️⃣ When you want to communicate clearly through change: “I am a [VP of HR], and I need to announce a significant organizational change to [fellow senior leaders]. Without specific company-identifying details, help me draft an outline for my message. Suggest key points to cover to help me acknowledge what is known, what is still uncertain, and potential questions my team may have. The audience should understand the impact of this change on [employee sentiment] and [our bottom line]. Maintain a caring, thoughtful, and clear tone. At the end, list any additional information you would normally ask for to make this outline even stronger.” 4️⃣ When you want to take action, but don’t know where to start: “Other than declining engagement scores or rising attrition, what are the early warning signs that [employee experience] is deteriorating in a [company like ours – include industry/size if helpful]? Focus on leading indicators that a [senior leader] would observe directly, such as changes in manager behavior, team dynamics, or qualitative feedback. Based on these, suggest [three low-cost] actions a leadership team could take, and outline a simple plan for putting them into practice.” We’ve got more where that came from here: https://lnkd.in/gTddVYdj

Is change the biggest threat to your company’s culture? New Zealand Rugby's CPO, Toni Grimshaw, uses the “connection, clarity, courage” framework to ground her team, even when the world is changing around them. Watch the full episode here: https://bit.ly/4nv3lX5

✨ Culture Amp has officially been re-certified as a B Corp ✨ And thanks to our deepened commitments to sustainability, equity, and responsible AI, our impact score jumped 10 points. It's more than just a badge—it's a promise to keep creating a fairer, more sustainable future for our customers, our communities, and the planet. Read more here: https://lnkd.in/gyt6pH7y

Your engagement data is missing context. Discover how Culture Amp can help you turn engagement data into a language the entire c-suite can understand. https://lnkd.in/gx4J4wfk

Hanna Andersson didn't just have a dispersed workforce; they had a "culture of chance." After years of leadership turnover and a fragmented team across 26 states, they needed more than just values—they needed infrastructure. CPO Davida Lindsay-Bell transformed the organization by moving away from surface-level fixes and toward a disciplined feedback loop. Proof that when you bridge the gap between corporate and frontline with data, performance follows. https://lnkd.in/dY6DiiYU

Connection as a ritual. New Zealand Rugby's CPO, Toni Grimshaw, joins the Culture Leaders Podcast to share how clarity, courage, and connection fuel high performance on, and off, the field. 🔗 Watch the full episode here: https://lnkd.in/gMAb8i7W

Wish you had more time to do the things you actually like about your job? Allow us to help: cultureamp.com

For anyone tired of guessing why team performance is stalling, our new Performance Culture Quadrant (PCQ) surfaces the exact signals you need. Not sure what to make of it all? Just use the AI Coach to interpret your results. Identify where your culture is idling, get tailored guidance for your managers, and move your entire organization toward Peak Performance. https://lnkd.in/gx4J4wfk

We asked Casey Boyles, "How’s work?" For her, the answer is a compelling mix of navigating the "anxiety and excitement" of AI while ensuring the human side of leadership at Guild doesn't get lost in the shuffle.