You're a company of 34 employees.

Over the year, some of them start to look away.

Nobody sees it coming.

These are the 12 months, the way the numbers saw them

Scroll to start · 2 min
🔒app.culturequest.io/dashboard
Hi,
Get an overview of your organization's culture and engagement
Latest survey · January
Culture score
79 /100 —
Engagement score
74 /100 —
Response rate
91 %
Surveys
1
Next survey · February
Organization
34 empl.
4 departments · 3 teams
Category scores by department. Scale 0 to 100.
54
How often do you feel stressed? · Engineering
Consider an initiative
The distribution clusters neatly around a low stress level.
Cultural consensus · Engineering
High consensus
75Average
74Median
14Employees
Thriving
At risk
Developing
Critical
Vertical: engagement. Horizontal: trend. Each dot is a department.
Signals 0
Automatic detection across surveys
No active signals. The algorithms are listening.

You saw 12 months
in 75 seconds.

Most people notice it first in the exit interview. By then, replacing a key employee costs DKK 300 to 600k, and the pattern has already spread to the next people on the team.

culturequest measures monthly, looks for research-documented combinations, not single numbers, and speaks up while there's still time to act.

March
First driver drift noted
July
Signature flagged · research citation
300-600k
Per key employee retained

In this story it was 6 out of 14 in one department. With 34 employees, there are more places a pattern can hide. And the research is clear: 3 out of 4 voluntary resignations can be prevented. Run the numbers yourself further down.

The question every HR director asks first: can you see who answered?
No. No individuals

Answers are anonymized and aggregated. Managers never see who answered what.

Signals at group level

Patterns are shown for teams and segments, never for names. "6 of 14" is a pattern, not a list.

GDPR built in

Consent, access, and deletion are part of the platform, not an add-on.

"It's made our assumptions and gut feelings visible, which lets us act more effectively and make better decisions."

Nikolaj Kure Jensen · Partner, Baagøe | Schou
Try it yourself

Rewind. Drag through the months.

The same year, now with you at the wheel. Drag the timeline and see how each signal built up, survey by survey. The tabs and the assistant are clickable.

December

The numbers are a modeled example based on patterns from real surveys in Danish SMEs. Your own numbers will look different, that's the whole point.

The math

Run the numbers yourself.

Five numbers you know better than anyone. The research rates, always from the cautious end of the range. And an impact level you choose yourself, because we haven't seen your data yet.

How much impact dare you count on?
Retention: resignations caught before they become exits 50% of annual salary per exit (SHRM/Gallup: 50-200%) · 75% preventable (Work Institute) DKK 608,000
Absence: the part caused by the psychological work environment Only the salary portion (annual salary/220 days) · up to every 4th sick day is psychosocial (NFA) DKK 124,000
Stress cases: long-term sick leave that never starts DKK 300,000 per case, Danish estimate (analyses: DKK 250-500k, some over DKK 1M) DKK 150,000
Estimated potential, your numbers and the research rates
DKK 882,000/yr

Deliberately left out: the productivity gain from higher engagement (Gallup finds 23% higher earnings at the top), temp and overhead costs on sick days, presenteeism, and time saved on the workplace risk assessment (the Danish APV) and surveys. The math probably undercounts. That's the point.

How we calculate it, source by source

Retention: your voluntary resignations × 50% of annual salary per exit. SHRM and Gallup find 50-200% of annual salary, Bersin up to double, we use the bottom of the range. Of that, Work Institute (Retention Report) counts 75% as preventable, and Workhuman + Gallup (2024) found that recognition alone could have prevented 45%. Finally we multiply by your chosen impact level: how large a share of the preventable exits are actually caught in time.

Absence: employees × sick days × daily wage (annual salary divided by 220 working days). We count only the direct salary during the absence, no lost production, no temps, no overhead. NFA research attributes up to every fourth sick day to the psychological work environment, so only 25% of the absence is included, and from there only your impact level.

Stress cases: number of long-term sick leaves × DKK 300,000. Danish analyses estimate DKK 250-500k per case in lost production, rehiring, and follow-up, a few all the way over DKK 1M. We use a cautious point estimate and keep it separate from the salary portion in the absence above.

The impact levels: Skeptical assumes 1 out of 10 preventable cases are caught, Cautious 1 out of 4, Ambitious 4 out of 10. None of them is a promise. We don't know your culture yet, and that's exactly why you measure it.

What does it look like at your company?

This demo is an example. Whether your own numbers look like it, neither you nor we know yet. It takes 20 minutes to find out, and if a pilot doesn't make sense for you, that's a fine answer too.

Write to Benjamin directly → See the pilot program

The button opens a pre-written email to me. Edit it, or send it as is, I reply the same day. The numbers on the page are a modeled example, not real employee data.

Book 20 min with Benjamin →