Culture Chat

And other musings on humanizing the workplace
Workplace Genome Project: Q1 Update

Workplace Genome Project: Q1 Update

April 27, 2016
Maddie Grant

Every quarter, we'll post an update for you about what we're up to here at WorkXO.  Want to share this with others? Here's a PDF version.


We know that powerful cultures are achievable, and we are called to work with leaders who are ready to take a stand and create the future of work. Our Vision is to lead a workplace (r)evolution that is based in the power of human community, the intricacies of thriving workforces, and authentic connections with today's and tomorrow's talent—all driven by the Workplace Genome.™ Our Mission is to upgrade work. We launched our Workplace Genome Mapping project in early 2016 as a means for helping organizations begin their own transformation from the (oft overlooked) stating-point of deeply understanding who they really are, how they really work, and how their employees really experience it all. By assessing the foundational dynamics of a distinct workplace’s culture through our tools, we’re creating some powerful workforce intelligence that our clients are now using to take a laser-focused journey toward what they want to be.

membership stats

Since launching our first beta survey in November 2015, we’ve mapped close to 40,000 genetic markers for clients varied in size, industry, and character as of March 31, 2016. And the membership of companies looking to understand their cultural differentiators is growing every day. In fact, we anticipate increasing our data set more than five-fold by the end of April.

active member projects

  • A large utility (1,000 employees) is using their Workplace Genome to first validate their “Vision” and “Values” and then to construct a more authentic employer branding campaign that reflects who they really are.
  • A 200-employee software company is using their Workplace Genome to assess and understand two distinct cultures to be combined as part of a merger; they’ll use their findings to set the stage for their post-merger integration work.
  • An 800-employee Logistics and Trucking business is using their Workplace Genome to shape the recruiting strategy for a particular position which is quite literally one of the most difficult to fill in the United States right now.
  • A large Professional Association with more than 140 chapters across the U.S. is using their Workplace Genome as the launch-pad for a long-term cultural transformation project.

member findings

From the collection of close to 40,000 workplace genetic markers, here are some of things we’re learning about culture and the role it plays in driving success.

Leading-Edge Cultures Correlate to Lower Employee Turnover and Higher Net Employee Promoter Scores

​This is data we uncovered from a Workplace Genome Mapping project we did with an organization with operations in seven regions across the United States. The higher the culture markers were in the individual operating regions (the more leading-edge their cultures are), the lower the turnover was for that region and the more likely employees were to say they “would refer a friend to their organization for employment.” We say this is a powerful endorsement for doing meaningful and permanent culture work!

Inclusion Stands out as a Cultural Differentiator

Part of what our Workplace Genome measures is not only how prominent certain cultural dynamics are in your organization, but also how much clarity the organization has around those dynamics (how widely and consistently they are experienced and leveraged). The marriage of those two data-points helps us figure out which of those dynamics are in fact differentiators for your business, which ones are core to your culture, and which ones have maybe become distractions. Of the 40K genetic markers we’ve uncovered, the following appear to be surfacing as strong differentiators.

  • Collaboration: People around me are willing to help me if I ask them for it.
  • Inclusion: I get to work with lots of different people with different backgrounds, experiences, opinions, and perspectives.
  • Growth: My work contributes value to something or someone who matters.
  • Inclusion: I can be my whole self while at work and don't have to pretend to be someone I'm not.
  • Inclusion: I am at ease and comfortable when I'm around pretty much everyone at work - regardless of their title or position.

Learn more about what we do and how it might fit in your world at


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