44%
of employees are thriving, down from 66% in 2024. The lowest Mercer has ever recorded.
Workplace Culture Decode
A quarterly culture read built on what your people actually do, so you know why good people go quiet, then leave, and what to fix first.
Led by Apeksha Khetan Chehria, 13 years in HR, organisational development and corporate development.
The fear and the hard truth
Exit interviews and engagement surveys won't tell you why. The answers get clouded when somebody inside your company, under your paycheque, reads them. So you hear the polite version, never the real reason.
44%
of employees are thriving, down from 66% in 2024. The lowest Mercer has ever recorded.
71%
of managers never received feedback training before stepping into the role.
100 to 213%
of annual salary is the cost of replacing one person who leaves.
Mercer Global Talent Trends 2026, Radical Candor 2026, Gallup and SHRM 2026.
Why an outside voice
I sit outside the structure. Thirteen years in HR and organisational development taught me where the real reasons hide. People tell someone outside what they never say inside. That means the decision makers within, HR and founders, can at least see the real patterns.
Apeksha Khetan Chehria, Founder and Chief Thinking Officer
How it works, the 3 R's
About 20 private questions, around 8 minutes, on a private link. Leaders answer a matching set about their own behaviour.
You get your culture read, written as a report in plain words. Then workshops built on what people said, and one to one conversations open to everyone.
Next quarter we ask again and compare like with like, so you can see which patterns in your culture actually moved.
We ask what happens, not how satisfied you are.
What we ask
Ten core questions run every quarter, and five themes rotate in behind them. There are two mirrored question sets: one for everyone and one for leaders. The exact questions stay with us until your check in opens, so nobody arrives with rehearsed answers.
10
core questions, the same every quarter
5
themes that rotate in, one each quarter
2
mirrored question sets, everyone and leaders
The core never changes, so every quarter is compared like with like.
Your culture read, a peek
Leaders think it is safe to speak up. Most people disagree.
Leaders81
Everyone40
Clear pattern: most people say nothing changes after they raise something.
Privacy
Anyone who comes to us one to one gets whatever support they need, and it stays with us.
Workshops
Chosen from the strongest pattern in your culture findings. Run by Apeksha after the check in closes.
Chosen from that quarter's theme scores, only where a theme needs attention. Also run by Apeksha.
Run by our counselling psychologist while the check in is open.
Your workshops are chosen from our own library, built over 13 years of work on speaking up, decisions and trust. We pick the right ones once we have read your culture, not before.
One to one conversations
When friction with a manager, a peer, leadership or the culture is talked through early, it becomes clear direction instead of a resignation letter.
A new way to see a situation, and how to handle it better next time.
Practical help for the conversation someone has been avoiding.
Conversations and workshops shaped by what your people said.
We never tell the company who came. If something needs a formal process, we help the person into your company's process properly.
How a quarter runs
The check in opens for everyone, with reminders along the way. The psychological safety workshop runs while it is open.
The check in closes. You receive your culture read and a working session to go through it. The culture workshop runs.
The theme workshop runs. The next quarter's check in is set up, so the same questions can be asked again.
Who you work with
Founder and Chief Thinking Officer.
Thirteen years across HR, organisational development and corporate development. Reads your culture, runs the culture and theme workshops, and holds the one to one conversations about work.
MA in Counselling Psychology, a postgraduate diploma in narrative therapy, and more than five years of practice. Runs the psychological safety workshop and holds counselling sessions where someone needs more than a conversation.
We are a Workplace Navigator and thinking partner. Not a coach, and not a counselling service for your whole company.
Two ways to work together
Built for companies up to around 500 people. If neither shape fits, talk to us.
Questions
Make conversations easier. No one navigates alone.