CULTUREFIT360^™ · THE WORKPLACE MRI^™

HowtheWorkplace MRI^™actuallyworks.

What the diagnostic measures, what it reveals, and what you walk out with before the next workplace decision locks in.

Get a read See what it reads

Decision-ready outputs

Decision MemoCultureFit IndexAssumptions Under TestStakeholder CardsDecision Watchlist

WHY NOW. WHY UPSTREAM.

Workplace thinking has become more fluent before it has become more rigorous.

There is no shortage of commentary on hybrid friction, culture, behavioural patterns, or the failure of assumption-built briefs. What is still missing is the diagnostic step that tests any of it before the decision is made.

That gap has a cost.

Most workplace decisions are still shaped by leadership instinct, anecdote, inherited assumptions, and whoever was loudest in the last meeting.

Sensors arrive later, measuring the consequence of a decision already made.

Engagement platforms arrive later, measuring how people feel about it.

Design teams arrive later, solving for a brief that was already written.

The upstream moment, the one before the commitment locks in, still has no standard. No shared evidence layer. No independent read on whether the direction is robust enough to defend.

CultureFit360^™ is that independent read.

THE DIAGNOSTIC

What the diagnostic reads

CultureFit360^™ reads eight connected areas of workplace performance.

Culture coherence

The gap between stated culture and lived culture. How far everyday work patterns sit from the values the organisation says it stands for.

Workplace personas

Four to six behavioural profiles derived from how people actually spend their time, collaborate, focus, recover, and move through the day.

Hybrid readiness and friction

Where remote and in-office patterns are working, and where they are quietly failing. Who the office works for, and who it does not.

Environmental experience

Acoustics, air, light, temperature, space variety, and the physical conditions that are either supporting performance or getting in its way.

Belonging, inclusion, and change readiness

Psychological safety. Trust in leadership. Readiness for change. Early signs of misalignment before disengagement or attrition harden.

Digital friction

Tool reliability, booking systems, plug-and-play performance, meeting room technology, and the daily drag on productivity that rarely shows up on a dashboard.

Leadership and growth

Manager support, career pathways, clarity, and the gap between stated development priorities and what teams actually experience.

Decision readiness

The assumptions behind the decision you are about to make, tested against workforce evidence. A clear read on whether the direction should proceed, narrow, stage, or stop.

DECISION-READY OUTPUTS

What you walk out with

Five decision-ready artefacts. Clear enough to act on. Strong enough to guide the call.

01Decision MemoThree to four pages. The decision in view, the assumptions tested, the evidence, the readiness assessment, and the conditions that should be met before commitment. Built for sponsor and board-level discussion.

02CultureFit IndexYour workplace alignment score, from 0 to 100. A read on how well culture, space, and systems are actually working together. High scores mean alignment. Low scores mean friction the organisation is paying for without seeing it.

03Assumptions Under TestFour to six assumptions shaping the decision, marked as supported, weak, contradicted, or uncertain.

04Stakeholder CardsOne card per stakeholder group: HR, CRE, IT, Executive, and Design. What matters to them. What the data says. What to accept, test, or resolve.

05Decision WatchlistA short list of unresolved risks, leading indicators, and checkpoint criteria so the decision can be watched after commitment without turning the diagnostic into a change programme.

One diagnostic, scoped to the decision

Site MRI

The complete upstream diagnostic for one commitment at one location. Not a lite product, pilot, or sample version — it runs the full CultureFit360^™ engine, scoped to one commitment at one location.

Workplace MRI^™

Used when the decision reaches beyond one site into broader operating-model, HQ, hub, portfolio, governance, or cross-functional complexity.

How it runs

Anonymous

Mobile-friendly

No new surveillance required

Standard readout in 4 to 6 weeks, faster where timing requires

THE ASSUMPTIONS UNDER TEST

Every engagement starts in the same place.

Every engagement starts with the beliefs driving the decision. Before a single question is fielded, we work with the sponsor to name the assumptions shaping the current direction. Usually four to six. No more.

Most of our people want to come in three days a week.

The current room mix supports how our teams actually collaborate.

Our hybrid policy is working.

The footprint we have is roughly right.

Our culture is healthier than the external noise suggests.

That list is the real brief.

Each assumption becomes something the data can confirm, partially support, narrow, or contradict. The readout marks each one clearly, and that becomes the basis for whether the decision should proceed, narrow, stage, or stop.

Proceed

Direction holds. Move with confidence.

Narrow

Scope it down. Commit less, learn more.

Stage

Phase the commitment. Earn the next move.

Stop

Pause. Rework. Before the money moves.

WHERE THIS SITS

Upstream of the tools already in your stack.

CultureFit360^™ does not replace anything in your stack. It sits before the decisions the other tools measure, shape, or support.

WORKPLACE DECISION INTELLIGENCE

Structurally different.

	Broker-embedded strategy	Design discovery	Engagement platforms	Sensors & occupancy	CultureFit360^™
Earns from what happens next?	Yes, the transaction	Yes, the design and fitout	Yes, the ongoing subscription	Yes, hardware and licences	No. No lease, design, fitout, furniture or technology revenue
When does it arrive?	At the transaction	At the brief, once direction is set	After the workplace is occupied	After the workplace is occupied	Before the commitment locks in
Who is heard?	Leadership and the deal team	Workshops and selected voices	The workforce, on general sentiment	Presence is counted. No one is asked	Every invited employee, anonymous by design
Built around the decision?	Built around the deal	Built around the design response	General measurement, not decision-specific	General measurement, not decision-specific	Yes. Named assumptions, tested against fielded evidence
Can it conclude “don’t proceed”?	Structurally difficult: the model needs the deal	Structurally difficult: the model needs the project	Not its job	Not its job	Yes. Proceed, narrow, stage, or stop are all open conclusions
One read for every stakeholder?	Serves the property conversation	Serves the design conversation	Serves HR	Serves CRE and facilities	One evidence base for CFO, CRE, HR, design and project teams

Each column describes the structural role of a category, not the quality or integrity of any provider. Most organisations use several of these together; CultureFit360^™ sits upstream of them, not in place of them.

The question is not which tool is better. It is which one is structurally free to tell you the direction is wrong.

Upstream of engagement.

Engagement platforms like Culture Amp and Leesman measure how people feel after the workplace is already theirs. CultureFit360^™ tests whether the direction they are about to inherit is actually the right one.

Different moments. Different jobs.

Upstream of sensors.

Presence analytics like XY Sense and VergeSense measure the consequence of a decision already made. CultureFit360^™ measures the evidence you need to make that decision right the first time.

One looks back. The other looks forward.

Upstream of discovery.

A design team’s discovery process is scoped to deliver a brief. CultureFit360^™ sits before that, testing whether the brief is built on something robust enough to defend.

Discovery shapes the answer. This shapes the question.

Upstream of a quick review.

A short consultant review captures a limited number of voices, qualitatively. CultureFit360^™ captures broader workforce evidence through a structured diagnostic, producing patterns and priorities leadership can defend.

Same intent. Different rigour.

ONE CASE. THE TURNING POINT.

The data redrew the brief.

The organisationAn organisation known for its craft, its design authority, and its role in shaping other organisations’ workplaces. Preparing for a significant workplace refresh.

The assumption going inThe refresh would follow industry best practice. Update the space. Modernise the fitout. Signal the brand.

What the diagnostic revealedThe data said something different.

70%

of meetings were two to four people and under 30 minutes

56%

of work time was individual work

54%

of individual work was focus work

55%

of negative sentiment came from acoustics

6–8 pts

Managers scored higher than staff across key experience pillars

The pivot

The refresh was redirected before the brief was signed. Inventory was rebalanced toward smaller rooms and acoustic pods. Investment shifted from aesthetic intent to behavioural fit.

The outcome: six-month pulse targets, set and tracked

+6 ptsPhysical Environment

+12 ptsFocus Satisfaction

−13 ptsHybrid Friction

+5 ptsCultureFit Index^™

The brief changed before it was signed. The decision got better.

Frequently asked

Questions we hear

Get a read

Before we commit to a workplace, property, policy, or footprint path, we want one independent read on whether the direction is robust enough to defend. Against a major decision, that is risk management, not overhead.

Even when instinct is broadly right, the part that does not confirm often prevents expensive mistakes. And when the picture does hold, you now have evidence leadership can use with confidence.

Not usually. CultureFit360^™ can still test whether the direction already socialised is broadly right, needs adjustment, should be staged differently, or is solving the wrong problem elegantly.

A short review captures a limited number of voices and produces qualitative insight. CultureFit360^™ produces a broader, more defensible evidence base with clearer prioritisation and stronger decision support.

Yes. CultureFit360^™ can stand alone, or be read alongside existing badge, booking, utilisation, room, lease, or project data where available. It does not require new surveillance. It does not replace lease advice, design judgement, or leadership decision-making. It tests whether the assumptions behind the workplace decision are strong enough to carry the commitment.

Ready to look inside before the decision locks in?

A short preview call is enough to see whether the Workplace MRI^™ fits your situation, where the real decision risk sits, and what the smallest useful next step looks like. 20 minutes. No pitch. Just the clearest next step for your situation.

Book a preview

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HowtheWorkplace MRI™actuallyworks.