Get everyone on the same page
Empower your people to see the bigger picture, understand how it benefits them, and feel genuinely motivated to work toward one shared goal — together.
Work better together
Build Trust. Improve Morale. Reduce Turnover.
Trying to grow, but having a hard time getting everyone on the same page?
This is where Culture Academy can help. Know exactly how to get everyone in your organization growing in the right direction.
Are internal people issues getting in the way? Feel like you’re not getting the honest feedback you need from employees to make impactful change?
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Does everyone know what winning looks like this quarter?
Could your people describe your culture in one sentence?
Do problems reach you while they’re still cheap to fix?
Does honest feedback travel up — not just down?
Do your best people stay because they want to?
Do departments talk without you in the room?
Does Monday feel like momentum, not dread?
Would your team say leadership actually listens?
What we do
One engagement, three stages.
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Assess
The Culture & Organizational Health Audit
Find out what’s actually happening — suspicion turned into validated data, and your priorities in order.
See the audit ↓ -
Align
Embedded support, through to execution
Done for you, done with you, or done yourself — honest feedback becomes focused execution, not a report in a drawer.
Ways to work together ↓ -
Amplify
Workshops & leadership training
Values, planning, communication, conflict — sessions that cascade what you’ve built through the whole team.
See the workshops ↗
Laying the foundations for alignment
One team, one direction
Resolve conflict & strengthen leadership
Dissolve resentment and align leadership styles, building a collaborative environment where leadership is strong and momentum is shared by all.
Resolve and bridge communication gaps
Build a strong foundation so departments actually talk with each other, work together, and solve problems early — before they ever reach your desk.
Fifty years of proof
Culture Has a Price Tag.
For fifty years, culture was the thing leaders discussed once the numbers were done. Then the numbers started including it. Harvard, Gallup and MIT all landed in the same place — the companies that build culture on purpose outgrow, outlast and outperform the ones that leave it to chance. Here’s the evidence, one line at a time.
Engagement is at a fifty-year low. That’s not a crisis. That’s an opening.
See where your culture stands → Fifty years of proof
Culture Has a Price Tag.
For fifty years, culture was the thing leaders discussed once the numbers were done. Then the numbers started including it. Harvard, Gallup and MIT all landed in the same place — the companies that build culture on purpose outgrow, outlast and outperform the ones that leave it to chance. Here’s the evidence, one line at a time.
1975
Culture isn’t managed; it just happens. No name, no metric, no owner.
1979
Pettigrew names it in academic print: organizations have cultures worth studying.
1981
Ouchi’s Theory Z argues a distinct company culture is what produces lower turnover and higher productivity — not technology.
1982
In Search of Excellence and Corporate Cultures put “strong culture” on the business map for the first time.
1985
Schein’s research gives culture its first real academic framework.
1992
Kotter & Heskett track 207 companies for 11 years: those that manage culture grow revenue 682% vs 166%, and net income 756% vs 1%.
1998
Fortune’s “100 Best Companies to Work For” launches — culture becomes something investors can benchmark.
— Great Place To Work 2000
Gallup starts tracking engagement. Culture becomes a number, not a vibe: just 26% of U.S. employees are engaged.
— Gallup 2000s
Engagement stalls near 1 in 3 for a decade; actively disengaged workers peak at 20% during the financial crisis.
— Gallup 2012
Deloitte: 94% of executives and 88% of employees say culture is critical to success — but only 12% of executives think they’re building the right one.
— Deloitte 2015
Turnover cost data solidifies: replacing an employee runs half to two times their salary.
2017
Voluntary turnover costs U.S. employers $1 trillion a year — and 52% of leavers say their manager could have stopped them.
— Gallup 2019
Glassdoor: culture, values and leadership drive satisfaction. Pay and benefits rank 50% lower.
— Glassdoor 2020
Remote work upends culture overnight. Engagement spikes to an all-time high of 36% as leaders are finally forced to communicate.
— HR Dive 2021
Great Resignation: 47.8 million U.S. workers quit in a single year. Disengagement costs the world $7.8 trillion.
— CNBC 2022
50.5 million quit — a new record. MIT Sloan finds toxic culture is 10x more predictive of people leaving than compensation.
— CNBC · MIT Sloan 2023
Gallup prices global disengagement at $8.8 trillion — 9% of global GDP.
— Forbes 2024
U.S. engagement falls to 31%, a ten-year low. 74% of Canadian workers say they’d turn down a job offer over company culture.
— HR Dive · Benefits Canada 2025
Engagement keeps sliding; the steepest drops are “knowing what’s expected of me” and “feeling cared about as a person.” 39% of Canadian employees report burnout.
— HR Dive · Canada Life 2026
Global engagement hits 20% — a $10 trillion productivity loss. Meanwhile the best workplaces return 13.4% annually vs 9.2% for the market. Culture is no longer a perk. It’s the strategy.
— GallupEngagement is at a fifty-year low. That’s not a crisis. That’s an opening.
See where your culture stands → 1975
Culture isn’t managed; it just happens. No name, no metric, no owner.
1979
Pettigrew names it in academic print: organizations have cultures worth studying.
1981
Ouchi’s Theory Z argues a distinct company culture is what produces lower turnover and higher productivity — not technology.
1982
In Search of Excellence and Corporate Cultures put “strong culture” on the business map for the first time.
1985
Schein’s research gives culture its first real academic framework.
1992
Kotter & Heskett track 207 companies for 11 years: those that manage culture grow revenue 682% vs 166%, and net income 756% vs 1%.
1998
Fortune’s “100 Best Companies to Work For” launches — culture becomes something investors can benchmark.
— Great Place To Work 2000
Gallup starts tracking engagement. Culture becomes a number, not a vibe: just 26% of U.S. employees are engaged.
— Gallup 2000s
Engagement stalls near 1 in 3 for a decade; actively disengaged workers peak at 20% during the financial crisis.
— Gallup 2012
Deloitte: 94% of executives and 88% of employees say culture is critical to success — but only 12% of executives think they’re building the right one.
— Deloitte 2015
Turnover cost data solidifies: replacing an employee runs half to two times their salary.
2017
Voluntary turnover costs U.S. employers $1 trillion a year — and 52% of leavers say their manager could have stopped them.
— Gallup 2019
Glassdoor: culture, values and leadership drive satisfaction. Pay and benefits rank 50% lower.
— Glassdoor 2020
Remote work upends culture overnight. Engagement spikes to an all-time high of 36% as leaders are finally forced to communicate.
— HR Dive 2021
Great Resignation: 47.8 million U.S. workers quit in a single year. Disengagement costs the world $7.8 trillion.
— CNBC 2022
50.5 million quit — a new record. MIT Sloan finds toxic culture is 10x more predictive of people leaving than compensation.
— CNBC · MIT Sloan 2023
Gallup prices global disengagement at $8.8 trillion — 9% of global GDP.
— Forbes 2024
U.S. engagement falls to 31%, a ten-year low. 74% of Canadian workers say they’d turn down a job offer over company culture.
— HR Dive · Benefits Canada 2025
Engagement keeps sliding; the steepest drops are “knowing what’s expected of me” and “feeling cared about as a person.” 39% of Canadian employees report burnout.
— HR Dive · Canada Life 2026
Global engagement hits 20% — a $10 trillion productivity loss. Meanwhile the best workplaces return 13.4% annually vs 9.2% for the market. Culture is no longer a perk. It’s the strategy.
— GallupEngagement is at a fifty-year low. That’s not a crisis. That’s an opening.
See where your culture stands →Are you ready to change your company’s culture?
Assess · where most engagements start
The Culture & Organizational Health Audit
Gain the insights and data you need to confidently inform your top priorities. A deep read on both sides of your business: how your people actually experience the business, and how that is impacting your operations and systems — turning suspicion into validated data and the exact points where things are breaking down and costing you. You leave with tangible insights, a roadmap, and your priorities in order. The best part? It’s all done for you — and your people love having a third party to openly share with.
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Employee interviews
One-on-one interviews with your employees, so you get the real, honest feedback you’re not getting on your own.
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Reports that drill deep
Advanced analytics and reporting let you segment employee data down to the department or location level, so you understand exactly what’s happening — and where.
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Your priorities, in order
You leave with a clear read on your strengths, your gaps, and an actionable plan for what to tackle first.
Tangible insights. An actionable plan. All of it done for you.
Align · ways to work together
See the approach ↗ From honest feedback to focused execution.
We don’t leave you hanging. After the culture audit, there are three ways Culture Academy can continue to support you — so your team never gives honest feedback and then hears the grumblings of “but nothing happened with it.”
- 01
Done for you
Fractional HR. We join your leadership team and carry your key priorities to done — weekly leadership meetings, monthly alignment sessions, processes and policies written for you.
Best for organizations ready for embedded support.
- 02
Done with you
We guide, your team leads — two coaching sessions a month, strategic support on your top priorities, and templates for clarity charts, role clarity, and internal policies.
Ideal for teams who want expert backup in their corner.
- 03
Done yourself
A complete action plan built from your audit findings — a roadmap tailored to your priorities, step-by-step strategies, and the tools your team needs to carry it out.
Perfect for resourceful teams who need the framework.
What our clients say
Client testimonials
Our team still brings up the sessions we had with Culture Academy — excellent for aligning our hybrid team.
Esther Wilby HR Coordinator, Remsoft After our amalgamation, Culture Academy built communication, collaboration, and trust across our three locations.
Perry Kendall CEO, Habitat for Humanity Their audit gave us unbiased insights to prioritize and focus our efforts — a key support at this stage of our development.
Lucy Lannie Director of HR, United Way It was the missing puzzle piece. We came out of a merger with our people understanding the why, and our leadership aligned instead of looking as lost as everyone else.
She gives you real feedback from a leadership perspective. She does it gracefully, but she does it very truthfully.
Who you’d be working with
You get a whole team, not one set of eyes.
Experienced people with a range of expertise — and we help you understand what all the headaches actually are:
- the complaining
- the quiet turnover
- the lack of accountability and execution
- the stagnant growth
- what people really think and say about your culture and your business
- the different directions people are pulling in, and why
Those are symptoms of bigger root-cause problems. We help you understand where they come from and what they mean. We know what to measure, what matters, and what your priorities are — and we do it by listening to your people and understanding your organization.
What we care about is exposing what an organization is actually capable of, and leaving the place better than we found it. We’re in this to raise the quality of life in every organization, from the top to the bottom.
More about us →