The Culture Path™: Culture Assessment & Team Scan Prices

Three views of the same company

Your view, your leaders' view, then everyone's view.

Most leaders make decisions on their own view of the culture. Each step adds another view, so you can see where people agree, where they don't, and where the friction in your numbers really comes from.

Your view

Culture Readiness Check

Free

You · about 7 minutes

How ready your culture is to grow, across five areas:

Trust
Conflict
Commitment
Accountability
Results

You see your result straight away. Your lowest area is usually the best place to start.

Optional: a full report with a 90-day action plan, R149.

Your leaders' view, and your people's

Culture Snapshot

from R499

Self-serve · R125 per leader · R45 per employee

Your leaders take the same check, and if you like, your staff answer the anonymous Company Health Pulse. You receive the reports by email:

where your leaders agree, and where they differ
how your people experience the culture (staff option)
the one area to work on first

Minimum 4 leaders (R499 for 4). The leaders' part is an open conversation: everyone knows who took part. The staff part is anonymous. Your Snapshot fee is credited in full if you book a Team Scan within 60 days.

Everyone's view, guided

Team Scan

from R21,850

R12,000 + R2,250 per leader + R85 per employee · about 4 weeks

Culture and leadership assessments, with a debrief for each leader
The anonymous Company Health Pulse for your staff
A board-ready Scan Report with a roadmap
A half-day results session with your leadership team

Half of the Scan fee is credited if you start the Team Programme within 60 days.

All prices are final; no VAT is charged. You can start at any step, but most MDs start with step 1 because it costs nothing and takes 7 minutes. Work out the price for your company →

What it costs for your company

One price per leader and one per employee. Pick your numbers.

Choose the bundle closest to the number of leaders and employees who will take part. You pay for the bundle, not for how many actually answer.

How credits work when you move to the next step

Every step is paid for the work it takes: assessments, analysis, debriefs and your report. That work is yours to keep, whatever you decide next. When you move on within 60 days, part of what you paid comes off the next step, because the next step builds on it instead of starting again.

Culture Snapshot → Team ScanThe full Snapshot fee comes off the Team Scan. Your leaders' answers are reused, so they don't take the check twice.Example: Snapshot R1,500 for 12 leaders, then a Team Scan of R50,900: you pay R49,400.

Team Scan → Team ProgrammeHalf of the Scan fee comes off the Programme. The Scan becomes the Programme's “before” measurement. The other half pays for the assessment work, debriefs, report and results session, which you keep either way.Example: Team Scan R50,900, then the Programme of R295,000: R25,450 is credited and you pay R269,550.

Credits apply when the next step is booked within 60 days of your results session or report. They are not paid out in cash and cannot be combined with other discounts.

How we measure your people's culture

The Company Health Pulse™: 14 plain statements, about 4 minutes.

Written so that everyone, from the office to the shop floor, can answer quickly and honestly. Each statement is about everyday work, not opinions about the company.

My supervisorMy supervisor treats me with respect.
Feeling valuedWhen I do good work, someone notices.
InformationChanges are explained to us before they happen.
TeamworkWhen something goes wrong, we fix it. We do not blame people.
Speaking upI can tell my supervisor about a problem without getting into trouble.
EnergyI still have energy at the end of my shift.
StayingI want to still work here next year.

Two statements for each of the seven areas. Every answer uses the same four choices, with no middle option, so people say what they really think:

NoNot reallyMostlyYes

On a phone or on paper

Staff scan a QR code on a poster in the canteen or at clock-in, and answer on their own phone. Anyone without a smartphone fills in a paper form and drops it into a sealed box.

Only three facts about the person

Department, type of role (for example operator, artisan, supervisor) and length of service, so we can show results by group. Nothing else.

One to two weeks

The pulse stays open while we track the response rate. We aim for 60% or more of your people, so the result represents the whole company.

Linked to your costs

Each area connects to the costs in your People-Friction Report: supervisor, feeling valued and staying drive turnover; energy drives absence; information, teamwork and speaking up drive leadership friction.

How the anonymity works

Nobody can be identified. That is what makes the answers true.

No names and no email addresses are collected from staff. Not by us, and not by you.
One answer per phone. A shared phone can still be used for a second person.
Results only appear once 5 or more people have answered. Any department or group with fewer than 5 is hidden, so small teams can't be singled out.
Written comments are read only by Wilhelm. Only general comments that cannot point to a person go into your report.
You see patterns, not people: averages for the company and for each group large enough to stay anonymous.
Personal results from leaders' own assessments stay with each leader. You see team averages only, for groups of 5 or more.

Why anonymous answers are more reliable

When people can be identified, they give the safe answer. When they can't, they give the true one. That's especially true for statements like "I can tell my supervisor about a problem without getting into trouble".

A group report also changes the conversation that follows. It shows patterns, not people, so your leadership team discusses how to fix the system instead of looking for whoever said what.

Asked in a meeting“Do you want to still work here next year?” Almost everyone says yes.

Asked anonymouslyThe same question shows which departments are at risk, before anyone resigns.

What the Team Scan gives you

A clear picture, and the three changes that will make the biggest difference.

Culture by department

Seven health areas for the company and for every group of 5 or more, marked as healthy, watch or at risk, so you know where to look first.

Leaders' view next to staff view

Where your leadership team sees the business differently from the people who report to them. This gap is often where the friction starts.

Early warning signs

Which groups are most at risk of resignations and absence, linked back to the turnover, absenteeism and leadership-friction costs in your People-Friction Report.

Your roadmap

The three changes that will make the most difference, in order, with what each one involves. Presented in a half-day session with your leadership team, so you leave with decisions, not just a report.