How OrgPulse works

What it measures

OrgPulse uses the Crosstie 7C Framework:

• Clarity: vision, direction and priorities.
• Configuration: structure, roles, reporting lines and decision-making.
• Controls: processes, policies, technology and performance management.
• Culture: values, norms and how things are actually done.
• Capability: knowledge, skills and the ability to deliver.
• Composition: the right people in the right roles, talent mix and succession.
• Conduct: leadership style, management behaviour, communication and accountability.

How it works

Employees answer 70 statements on a five-point scale from Strongly disagree to Strongly agree. It takes about 15 minutes. Answers are anonymous: they are stored without names, and the organisation sees only combined results.

How results are worked out

Everyone’s answers are combined into a score for each area, from 0 to 100. Each score is placed in one of five maturity bands, from Critical risk through Developing, Emerging and Performing to Leading.

A report can be generated once at least 5 people, and at least 70% of those invited, have answered. Below that, results are too thin to rely on and individuals easier to single out.

How to read the report

The report shows the overall score, each area’s score and band, the strongest and weakest areas, what each score usually looks like in practice, and recommended actions, including relevant programmes from Crosstie Academy and Crosstie Advisory.

What a result is not

OrgPulse reports how employees experience the organisation at one point in time. It is a perception, not an audit, and it is only as representative as the people who took part.

Using it well

• Invite widely and explain that answers are anonymous.
• Share the main findings with employees, and what you will do about them.
• Run it again after changes to see what has moved.
• Never try to work out who gave which answer.