01
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.
15 minutes • Anonymous • Mobile-friendly • Results in two weeks • Fixed scope • No sensors • Independent
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.
CultureFit360TM gives leaders the read before the commitment locks in.
What the diagnostic reads
CultureFit360TM reads eight connected areas of workplace performance.
02
Workplace personas
Four to six behavioural profiles derived from how people actually spend their time, collaborate, focus, recover, and move through the day.
03
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.
04
Environmental experience
Acoustics, air, light, temperature, space variety, and the physical conditions that are either supporting performance or getting in its way.
05
Belonging, inclusion, and change readiness
Psychological safety. Trust in leadership. Readiness for change. Early signs of misalignment before disengagement or attrition harden.
06
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.
07
Leadership and growth
Manager support, career pathways, clarity, and the gap between stated development priorities and what teams actually experience.
08
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.
What you walk out with
Four core artefacts. Clear enough to act on. Strong enough to defend.
01
Decision Memo
Three 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.
02
CultureFit Index
Your 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.
03
Stakeholder Cards
One card per stakeholder group: HR, CRE, IT, Executive, and Design. What matters to them. What the data says. What to do next.
04
Action Roadmap
0 to 60 day quick wins. 60 to 120 day moves. 120+ day strategic queue. Sequenced, prioritised, and owned.
One case. The full picture.
The brief changed before it was signed.
The organisation
A North American 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 in
The refresh would follow industry best practice. Update the space. Modernise the fitout. Signal the brand.
What the diagnostic revealed
The data said something different.
Findings
70%
of meetings were two to four people, under 30 minutes, happening in rooms built for ten.
55%
of all negative sentiment was driven by acoustic friction.
68%
focus satisfaction, correlated directly with workplace pride.
71%
satisfaction with look and feel, but no behavioural clarity on where to focus, collaborate, or recover.
Noise was not just a comfort issue. It was a performance issue.
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 were set and tracked.
Six-month outcome
+6 pts
Physical Environment
+12 pts
Focus Satisfaction
−13 pts
Hybrid Friction
+5 pts
CultureFitTM Index
The brief changed before it was signed.
The decision got better.
Frequently asked
Four questions we hear.
How do I explain this to my CFO?
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.
What if it just confirms what we already know?
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.
We are already mid-project. Is it too late?
Not usually. CultureFit360TM can still test whether the direction already socialised is broadly right, needs adjustment, should be staged differently, or is solving the wrong problem elegantly.
Why not just hire a workplace consultant for a week?
A short review captures a limited number of voices and produces qualitative insight. CultureFit360TM produces a broader, more defensible evidence base with clearer prioritisation and stronger decision support.
Next step
Ready to look inside before the decision locks in?
A short preview call is enough to see whether the Workplace MRITM fits your situation, where the real decision risk sits, and what the smallest useful next step looks like.
Book a preview20 minutes. No pitch. Just the clearest next step for your situation.
