Glossaire

Glossaire des termes relatifs à la gestion des ressources humaines et aux avantages sociaux

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Analyse de la culture

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.

Enquêtes sur le pouls des employés :

Il s'agit d'enquêtes courtes qui peuvent être envoyées fréquemment pour vérifier rapidement ce que vos employés pensent d'un sujet. L'enquête comprend moins de questions (pas plus de 10) afin d'obtenir rapidement des informations. Elles peuvent être administrées à intervalles réguliers (mensuels/hebdomadaires/trimestriels).

Rencontres individuelles :

Organiser périodiquement des réunions d'une heure pour discuter de manière informelle avec chaque membre de l'équipe est un excellent moyen de se faire une idée précise de ce qui se passe avec eux. Comme il s'agit d'une conversation sûre et privée, elle vous permet d'obtenir de meilleurs détails sur un problème.

eNPS :

L'eNPS (employee Net Promoter score) est l'un des moyens les plus simples et les plus efficaces d'évaluer l'opinion de vos employés sur votre entreprise. Il comprend une question intrigante qui permet d'évaluer la loyauté. Voici un exemple de questions posées dans le cadre de l'eNPS Quelle est la probabilité que vous recommandiez notre entreprise à d'autres personnes ? Les employés répondent à l'enquête eNPS sur une échelle de 1 à 10, où 10 signifie qu'ils sont "très susceptibles" de recommander l'entreprise et 1 signifie qu'ils sont "très peu susceptibles" de la recommander.

Sur la base des réponses, les salariés peuvent être classés dans trois catégories différentes :

Promoteurs
Employés qui ont répondu positivement ou qui sont d'accord.
Détracteurs
Employés qui ont réagi négativement ou qui ont exprimé leur désaccord.
Passives
Les employés qui sont restés neutres dans leurs réponses.

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: