Measure culture continuously. Not just once a year.
Well Aware combines the best of a culture scan and an employee survey into one continuous measurement system. A small signal every week, a complete cultural overview every quarter. From trust to inclusion, from psychological safety to purpose.
8 dimensions
scientifically validated
Continuous
instead of annually
Real-time
dashboard, no 12-week wait
From an annual snapshot to a living culture image.
A classic culture scan provides a single snapshot per year. Our culture scan software shows your company culture as a continuously moving image, with drift detection during organizational events such as mergers, reorganizations, or leadership changes.
An annual culture snapshot is already outdated by the time you receive it.
Traditional culture scans or an annual culture consultant provide valuable insights. However, the pace at which culture changes today can no longer be captured by an annual culture assessment.
A reorganization, a departure in the management team, a merger, or a cultural incident. Before you conduct the next annual culture scan, the organizational context has already changed three times. You are steering based on an outdated cultural picture.
Data collection, analysis, report formatting, presenting to the board. By the time you are ready to take action, the momentum has long since shifted to the next quarter. Meanwhile, employees are waiting for signs that something is happening.
The culture scan is in tool A, the employee survey in tool B, absenteeism in tool C, PSA in tool D. Finding correlations between culture, absenteeism, and turnover is impossible. And that is exactly where the most valuable HR insights are hidden.
From cultural signal to boardroom report.
We measure continuously through short pulses of a few questions, rotating across eight dimensions and built on a peer-reviewed model. This keeps your cultural insights up to date, and you get this included, without separate invoices or extra tooling.
What we measure
Eight dimensions. One cultural overview.
The eight core dimensions that Well Aware continuously monitors. Each dimension is measurable at the individual, team, and organizational level.
Trust
GPTW · Trust Index
Psychological safety
Edmondson
Autonomy
JD-R model
Recognition
Culture research
Fairness
GPTW · Fairness
Diversity & inclusion
DEI benchmarks
Purpose & meaning
Meaning research
Team cohesion
Team dynamics
Trust
Trust in leadership, in peers, and in the organization. The fundamental building block of every culture.
GPTW · Trust Index
Psychological safety
Do people feel safe admitting a mistake, asking a question, or challenging the status quo? This is the strongest predictor of a team's ability to learn.
Edmondson
Autonomy
Control over how, when, and where work gets done. In the JD-R model, this is the resource that keeps workload manageable.
JD-R model
Recognition
Is good work seen and acknowledged by both managers and colleagues? It is the most underrated factor in employee retention.
Culture research
Fairness
Fair pay, equal opportunities, and transparent decision-making. Injustice rarely disappears on its own—it just goes quiet.
GPTW · Fairness
Diversity & inclusion
It’s not just about who is at the table, but who is actually heard. Visible as a difference between groups, long before turnover tells you it’s a problem.
DEI benchmarks
Purpose & meaning
Do people see how their work contributes to something that matters? Meaning is the buffer that carries teams through busy periods.
Meaning research
Team cohesion
How well do people really work together — and do they support each other when things get intense? Cohesion turns a group into a team.
Team dynamics
CULTURE SCAN AND CERTIFICATION
From continuous culture scan to Well Aware Workplace certification.
We start with continuous culture management, and certification is the logical outcome for organizations that meet the audit criteria. This gives you both an internal management tool and an external certification.
Retention boost
Employees see the certification as proof that your culture policy is more than just talk. Certified organizations report an average of 18% higher retention.
Recruitment differentiator
Stand out on job boards and in tenders. Also serves as valid evidence for B Corp, EcoVadis, and ISO 45001 processes.
Deliberately selective
Not every organization meets the audit criteria. The Wellbeing Leader tier is even more exclusive. It is precisely this scarcity that makes the certification valuable.
Combine for maximum insight
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Everything HR needs to know about the culture scan.
Great Place to Work and Effectory do excellent work with annual culture scans and culture certification. Well Aware takes a different approach: continuous measurement via short pulses, rather than one big annual survey. Valuable if you want to steer culture instead of just measuring it. For some organizations, both are useful: Well Aware for continuous insight, GPTW for the certification.
An employee satisfaction survey primarily measures satisfaction and engagement: how much do you like it here? A culture scan goes a layer deeper: how does it work here? Think of psychological safety, trust, autonomy, purpose, and inclusion. Well Aware combines both into one continuous measurement system, so you can see both the temperature and the underlying systemic health of your organization.
Well Aware does not provide insights without actionable perspectives. If a score is low on, for example, psychological safety, you receive concrete action points: interventions per team, conversation starters for managers, and direct access to an organizational coach. Our 200+ specialists can also be deployed for on-site culture workshops.
Yes. The culture scan is a standard part of Well Aware Complete, along with employee satisfaction surveys, employee engagement surveys, PSAs, and eNPS. No separate tooling, no separate invoice. All modules share the same data infrastructure so that correlations between culture, absenteeism, turnover, and engagement are visible.
Yes. The eight core dimensions are standard, but we can add additional dimensions that are specifically relevant to your organization (for example, hybrid working, purpose alignment following a merger, or sector-specific items). New items are always scientifically validated before being included in the measurement system.
