What does your culture sound like when your people describe it in their own words?

Culture Code invites employees at every level – from the shop floor to the boardroom – to a short conversation with an AI interviewer. No login, no appointment, no computer needed – it works on the shift floor as well as in the office. People answer on their own phone, whenever it suits them, and can pause at any time. Where an answer becomes interesting, the interviewer asks one more question. Exactly as a good listener would.

Your intentions, taken seriously.
Before a single question is asked, we gather what your organisation says about itself: mission statement, values, leadership principles, code of conduct, brand and careers pages. Together, these form your Planting Plan – the standard your everyday culture is compared with. Every statement is captured with its source, and only what you approve counts. Where your documents say nothing, nothing is invented. Your words, not a generic model.

Everyday reality, in depth.
The interviews explore six areas of everyday working life: direction, participation in decisions, collaboration, change and customers, openness and trust, fairness and recognition. People describe real situations in their own words: what happened, and how it was handled. Where it matters, the interviewer follows up – always with what and how, never with who or why. A short set of fixed questions keeps the results comparable across beds and over time.

Every interview follows the same core, so every conversation becomes comparable. And one detail matters more than it seems: participants never see the wording of your Planting Plan. They describe their reality – they are not asked to confirm your values.

The AI interviewer is designed to understand, not to evaluate. It does not steer answers, never asks who was involved or why someone acted as they did, and never links a statement to a person. It asks, it listens, it follows up. That is all.

Honest answers only come where people feel safe. Anonymity is therefore not a feature of Culture Code – it is its foundation.

• No names, no profiles, no tracking. Participants are only assigned to broad groups such as area, level or length of service.
• Groups too small to stay anonymous are merged before analysis – they never appear in the data at all.
• Quotes appear only individually anonymised and approved – never traceable to a person.
• Free-text answers are deleted once the report is complete.
• Every question is shared word for word in advance with whoever approves the project – including your works council.

Designed in line with the GDPR from the very first step. Because a culture analysis that people do not trust would only measure caution.