Culture you can act on, not just measure.
XceedCulture compares what your people say with what your organisation does, turns the gap into actions your managers own, and pays recognition in local currency. Answers stay anonymous. Insights become actions.
From Talpro Software, trusted with $6B+ in payroll
Trusted by growing African businesses
A survey score isn’t a culture.
Most surveys end in a deck. Scores slip, managers don’t know what to do on Monday, and nobody can say whether anything worked.
Say and do, side by side
Survey answers are checked against what the HR data shows, like who gets recognised and promoted. The difference is the Say–Do Gap.
Insights become actions
Each manager gets a short plan. What they accept lands as tasks in the system where their work already happens.
Recognition that pays
Thank people against your values, and pay awards in local currency through XceedPulse, not a foreign gift card.
From a two-minute pulse to real change.
Agents draft. People decide, and every action is counted back into the score.
- 1
Listen
Staff answer a short pulse on any phone, in English or Arabic, in about two minutes. The first thing they see is how their answer is protected.
- 2
Measure
The Culture Health Index scores five pillars from survey answers and HR data, and shows the Say–Do Gap for each pillar and value.
- 3
Act
The Culture Coach drafts up to three commitments for each manager. They edit, accept or delete them, and accepted ones become tasks.
- 4
Recognise
Anyone can recognise a colleague against a company value. Managers add awards within their budget, paid through XceedPulse.
Built on Talpro’s agentic platform: every agent works through XceedNexus, and every draft needs a person to accept it.
One index, five pillars.
Each pillar has two numbers: what people say in the survey, and what the HR data shows they do. A big gap in either direction is worth a look.
- Belonging & Inclusion Fairness, voice and respect, against who gets promoted and recognised
- Trust & Leadership Candour and follow-through, against commitments kept
- Values Lived Your own values, against the recognition people give for them
- Growth & Recognition Development and being seen, against how widely people are recognised
- Enablement & Voice Tools, blockers and being heard, against how fast feedback is answered
Made for everyone it asks.
Leaders and HR
See the real picture by company, country and team, and show the board which actions changed the score.
Line managers
Your team’s result, the top three things to work on, and a plan ready to accept, in under ten minutes.
Employees
Say what you think without it coming back to you, on any phone, and be recognised for good work.
Your answer cannot come back to you.
How answers are protected
- No group smaller than five is ever reported, and never below four
- Small groups are hidden even when two filters are combined
- In anonymous mode, no identifier is stored with an answer
- The survey’s mode is shown on every screen and is locked at launch
How agents are kept in check
- Every agent output is marked as a draft, with what it was based on
- Nothing becomes real until a person accepts it
- No scores for individuals: results are only ever for groups
- Every change is written to an audit trail
Listening, insight and recognition, in one
- Two-minute pulse surveys
- Your values as behaviours
- English and Arabic, right to left
- Culture Health Index
- Say–Do Gap by pillar and value
- Results by company, country and team
- Manager plans drafted by the Culture Coach
- Actions as tasks in Xceed365HR
- Recognition tagged to your values
- Awards paid via XceedPulse
Inside Xceed365HR, or on its own. With Xceed365HR, XceedCulture is one more item in the menu: no second login, people data already there, and actions in the same work queue. On its own, it reads your people data from your HR system.
Explore Xceed365HRQuestions people ask
Is it really anonymous?
Yes. No group smaller than five is reported (you can raise that number, never lower it below four), small groups stay hidden when filters are combined, and in anonymous mode no identifier is stored with an answer. Staff see the survey’s mode before they answer.
What is the Say–Do Gap?
For each pillar and value, the difference between what people say in the survey and what the HR data shows, such as how recognition and promotions are spread. We always show both numbers, never the gap alone.
What do managers have to do?
Read their team’s result, then review up to three commitments the Culture Coach has drafted. They edit, accept or delete them. It takes under ten minutes, and what they accept becomes tasks in their work queue.
How are recognition awards paid?
Through XceedPulse, Talpro’s payments platform, in local currency, within each manager’s recognition budget. Where a payout option is not yet available, awards are given as points. Your options are confirmed in your demo.
Do we need Xceed365HR to use it?
No. XceedCulture works on its own, with your people data loaded from your HR system. With Xceed365HR it sits inside the platform, with no second login and actions in the same work queue.
Which languages does it support?
English and Arabic. Arabic is written for Arabic speakers, not machine-translated, with the whole layout mirrored right to left.
See XceedCulture in action
Book a free demo. We’ll take one pulse from a phone to a manager’s accepted plan and a paid award.