Culture Amp / Glint
Employee engagement and feedback platforms that run surveys, analyse results by team and demographic, and help HR teams act on what the data reveals.
What it is
About Culture Amp / Glint
Culture Amp and Glint are the two leading employee engagement platforms used by HR Business Partners and People Analytics teams. Both platforms run structured surveys — annual engagement surveys, pulse surveys, onboarding check-ins, exit interviews, and 360-degree feedback — and then analyse the results to reveal patterns that a simple spreadsheet would miss: which teams have engagement scores significantly below the company average, which questions show the sharpest year-on-year decline, which demographic groups have lower scores on psychological safety, and which managers consistently show engagement gaps on their teams. Culture Amp is an independent platform with a strong emphasis on People Analytics: its benchmarking database compares your organisation's results against industry norms, and its Action Planning tool guides managers through building a specific improvement plan from their team's results. Glint is LinkedIn's platform (integrated into Microsoft Viva) and is preferred in organisations already invested in the Microsoft ecosystem — it connects engagement data to LinkedIn Learning recommendations and Microsoft Teams. For an HR Business Partner, these platforms convert what used to be a once-a-year, hundred-page PDF report — results that were out of date before anyone read them — into an ongoing conversation with real-time data. A quarterly pulse survey on a specific topic (psychological safety, workload, clarity of direction) gives the HR BP visibility into whether an intervention after a difficult organisational change is working, weeks rather than months after the change happened. The manager dashboard allows each manager to see their team's results directly rather than waiting for HR to brief them — which accelerates the feedback loop from survey to action.
What you can do with it
Capabilities
Configure and launch a quarterly pulse survey in Culture Amp — selecting five questions from the validated question library (covering clarity, recognition, and workload), setting the anonymous response threshold at five to protect small team anonymity, and scheduling the survey to open Monday and close Friday so results are available for the following week's leadership meeting
Analyse engagement survey results by team in Culture Amp's Heatmap view — identifying which manager's team has a recognition score fifteen points below the company average, then drilling into the verbatim comment themes for that team to build a specific conversation agenda before the HR BP's next one-to-one with the manager
Run a demographic cut of engagement data in Glint to compare scores between employees with fewer than two years of tenure and those with more than five — identifying whether the organisation's onboarding and early-career experience is producing lower engagement among newer joiners, and presenting the finding with the demographic breakdown to the People leadership team
Build an Action Plan in Culture Amp for a specific manager — selecting the two focus areas from their team survey results, adding specific behavioural commitments (running a team retrospective on feedback within six weeks, introducing weekly shout-outs in team meetings), and sharing the plan with the manager so they can track progress independently
Configure an exit survey in Culture Amp to launch automatically when an employee is marked as a leaver in the HRIS — collecting structured data on reason for leaving, manager relationship, and overall experience, then pulling the quarterly exit survey report to identify whether a specific team or manager appears disproportionately in the voluntary leaver data
How to learn it
Learning Resources
Culture Amp Academy (academy.cultureamp.com) — free for subscribers; role-specific courses for People Scientists, HR administrators, and managers covering survey design, results interpretation, and action planning; the "Foundations of People Analytics" course is worth completing before running your first survey
Glint Help Centre (microsoft.com/en-us/microsoft-viva/glint) — documentation and how-to guides for survey configuration, manager dashboards, and integration with Microsoft Viva Learning and Teams
People Geek Community (cultureamp.com/blog) — free; Culture Amp's practitioner blog covering survey science, psychological safety, and evidence-based HR practices; reading three or four articles before designing your first survey prevents the most common methodological errors
Chartered Institute of Personnel and Development (cipd.org) — free articles on employee engagement best practice, including guidance on survey frequency, question design, and what to do when survey response rates fall below the meaningful threshold
Pro Tip
The survey result is not the hard part — the action planning is. Most engagement initiatives fail not because the data is wrong but because the results are shared with managers and then nothing happens. The highest-leverage role of the HR Business Partner in the survey cycle is not administering the survey; it is sitting with each manager after results are published and facilitating a thirty-minute team session where the manager shares what they heard, asks for the team's ideas, and commits to two specific changes — on camera, in writing. That conversation is what moves the score the next quarter.
Skills that use this tool
Roles that use this tool
Alternatives