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Articles for HR professionals and people leaders

The Culture Amp blog

Expert insights on performance management, employee development and employee engagement for HR professionals and people leaders.

Recommended reading

Group of employees speaking together

How to make the performance management cycle work for your people

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Using a performance management system to drive high performance
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What it takes to lead G2’s employee engagement and performance rankings
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Motivation is still declining – Are companies unintentionally undermining it?
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What’s new from Culture Amp - March 2025
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Tech company cultures are not all the same

Tech company cultures are not all the same

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What makes a good manager

What makes a good manager?

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Culture Amp conference

Culture Amp raises $20 million in Series C funding

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3 reasons why traditional diversity metrics don’t work

3 reasons why traditional diversity metrics don’t work

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The science behind our Team Effectiveness survey factors

The science behind our Team Effectiveness survey factors

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Culture Amp team effectiveness survey

Team Effectiveness surveys: Provide insight for team development

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3 modern HR practices

Do you know these 3 modern HR practices?

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Introducing the Forecasted Employee Growth model

Introducing the Forecasted Employee Growth model

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Does having validated employee survey questions matter?

Does having validated employee survey questions matter?

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HR Tools for building your HR stack

HR tools for building your HR stack

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Does ELTV measure everything that matters?

Does ELTV measure everything that matters?

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4 ways you hadn't thought to use employee surveys

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LinkedIn's employee alumni network

The value of LinkedIn's employee alumni network

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Etsy office

The Maker Spirit culture of Etsy

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Open vacation policy

Open vacation policy: How Automattic makes it work

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Bringing your "whole self" to work

Can you bring your "whole self" to the workplace?

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Inclusion vs. exclusion in the workplace

Looking at inclusion through the lens of exclusion

5 min read

A-players matter less than C-players at the top companies

A-players matter less than C-players at the top companies

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