Análisis cultural
Cultural analytics helps companies decode their workplace culture using real-time data, feedback, and behavior insights.
From identifying engagement gaps to tracking alignment with core values, cultural analytics empowers HR and leaders to shape a more connected, inclusive, and high-performing organization through continuous, data-driven improvements.
What is cultural analytics?
Cultural analytics refers to the use of data, metrics, and analytical tools to measure, understand, and improve the values, behaviors, communication styles, and employee experiences that shape a company’s internal culture. It provides insights into how culture influences performance, engagement, retention, and collaboration.
Using digital surveys, sentiment analysis, and behavior tracking, companies apply cultural analytics to align their workforce with business goals and ensure a healthier, more inclusive, and high-performing environment.
Why is cultural analytics important in the workplace?
Cultural analytics plays a vital role in helping organizations:
- Understand how employees truly feel beyond surface-level feedback
- Identify misalignment between stated values and actual behavior
- Pinpoint gaps in engagement, trust, or inclusion
- Strengthen leadership strategies by providing data-backed insights
- Drive performance through culture-led decision-making
In today’s hybrid and fast-evolving workplaces, workplace culture analytics is essential for shaping experiences that retain talent and foster innovation.
Who should be responsible for implementing culture analytics?
Typically, HR teams, people analytics specialists, and senior leadership are the main drivers of culture analytics efforts. However, cultivating an analytics culture—where everyone across departments values and uses culture data—is key.
Executives provide direction and set expectations. HR designs programs and interprets findings. Managers act on insights. And employees contribute through open, honest participation in surveys and feedback systems.
Where is culture analytics used in a company?
Company culture analytics is most impactful when integrated into:
- Employee experience initiatives (engagement, wellness, DEI)
- Performance reviews and feedback cycles
- Onboarding and exit interviews
- Team collaboration platforms and internal communications
- Leadership assessments
- Organizational change or M&A transitions
By embedding corporate culture analytics into daily operations, companies create systems where feedback drives real, lasting improvements.
When should companies use cultural analytics?
Cultural analytics isn’t just for crisis moments—it should be ongoing. However, key moments to prioritize include:
- Post-hiring/onboarding periods
- During major change (e.g., reorganization, remote shift, leadership turnover)
- After engagement survey results show troubling trends
- During annual performance or talent strategy reviews
- When aiming to create or reinforce a specific culture (e.g., innovation, agility, inclusion)
Consistent tracking allows companies to monitor trends over time, rather than reacting to one-off spikes or dips.
How does cultural analytics work?
Culture analytics works by collecting and analyzing data that reflects organizational behaviors, communication patterns, values alignment, and sentiment. It typically involves:
- Employee surveys and pulse checks (e.g., engagement, belonging, manager effectiveness)
- Feedback platforms and sentiment analysis (tracking written responses or communication tone)
- Collaboration metrics from tools like Slack, Teams, or email (e.g., response times, network density)
- Performance and retention data cross-mapped with team culture indicators
- AI-powered dashboards that visualize strengths, risks, and actionable trends
A mature culture of analytics empowers leaders to take action based on these insights—adjusting programs, training managers, or recognizing cultural strengths.
Encuestas sobre el pulso de los empleados:
Se trata de encuestas breves que pueden enviarse con frecuencia para comprobar rápidamente lo que piensan sus empleados sobre un tema. La encuesta consta de menos preguntas (no más de 10) para obtener la información rápidamente. Pueden administrarse a intervalos regulares (mensual/semanal/trimestral).
Reuniones individuales:
Celebrar reuniones periódicas de una hora de duración para mantener una charla informal con cada miembro del equipo es una forma excelente de hacerse una idea real de lo que les pasa. Al tratarse de una conversación segura y privada, te ayuda a obtener mejores detalles sobre un asunto.
eNPS:
eNPS (employee Net Promoter score) es una de las formas más sencillas y eficaces de evaluar la opinión de sus empleados sobre su empresa. Incluye una pregunta intrigante que mide la lealtad. Un ejemplo de preguntas de eNPS son ¿Qué probabilidades hay de que recomiende nuestra empresa a otras personas? Los empleados responden a la encuesta eNPS en una escala del 1 al 10, donde 10 significa que es "muy probable" que recomienden la empresa y 1 significa que es "muy improbable" que la recomienden.
En función de las respuestas, los empleados pueden clasificarse en tres categorías diferentes:
- Promotores
Empleados que han respondido positivamente o están de acuerdo. - Detractores
Empleados que han reaccionado negativamente o no están de acuerdo. - Pasivos
Empleados que se han mantenido neutrales con sus respuestas.
What is an analytical culture in the context of company culture?
An analytical culture refers to an organizational mindset that values data-driven decision-making across all levels—including HR and culture initiatives. In such environments, cultural analytics isn’t limited to a report shared once a year. It becomes part of the daily rhythm of managing teams, shaping experiences, and improving culture.
Companies with a strong analytics culture:
- Collect feedback regularly
- Act quickly on cultural insights
- Encourage transparency and psychological safety
- Measure what matters—not just what’s easy
- Make culture part of their competitive advantage
.png)
.png)
.png)
