1、115th Annual Pulse of TalentCalibrating culture in the age of agility15th ANNUAL PULSE OF TALENT215th Annual Pulse of TalentMethodologyHanover Research conducted Dayforces 15th Annual Pulse of Talent survey online from September 4 to September 20,2024.The study included 9,489 respondents aged 18+who

2、 work at companies with at least 100 employees across Australia,Canada,Germany,Japan,Malaysia,New Zealand,Singapore,the United Kingdom,and the United States.Our Workplace Culture Index featuring Culture Promoters,Culture Passives,and Culture Detractors was based on segmenting the survey data by resp

3、onses to this question:Thinking only about your employers culture,how likely are you to recommend your current employer to your family and friends as a potential employer?Likelihood to recommend is measured using a 10-point scale,with zero representing“not at all likely to recommend”and 10 represent

4、ing“extremely likely to recommend.”Respondents that rate themselves as nine or 10 on the likelihood scale are Culture Promoters,while respondents that rate themselves as seven or eight on the likelihood scale are Culture Passives.Respondents that rate themselves zero to six on the scale are determin

5、ed to be Culture Detractors.ContentsA note from our leadership 3The current state of culture 4The business impact of culture 10A playbook for building a high-performing culture 13Who we surveyed 16315th Annual Pulse of TalentIts often easier to feel a sense of culture than to measure it.Getting cult

6、ure right is a constant balancing act for many organizations.Efficiency and agility are king,and leaders feel the pressure to quantify the value of every dollar spent.At the same time,people are the lifeblood of organizations,and they need the right conditions to do their best work.Todays leaders ha