Culture Health Score81.3

Your Culture Health Score rose this month primarily because belonging initiatives in Engineering and Customer Success translated into noticeably better connection behaviour. Peer introductions, mentoring circles, and weekly recognition prompts all created small but consistent lifts in how supported people reported feeling.

The strongest improvement came from belonging. That driver is now contributing 28% of the overall score and is outperforming the company average by a wide margin. Psychological safety also improved after managers shortened the gap between collecting feedback and acting on it, which made people more willing to speak up.

Recognition remains the clearest drag on the composite. Design is the main reason: recognition volume in that team has fallen sharply, and the effect is visible both in the driver breakdown and in the team comparison. If recognition in Design returns to its Q1 baseline, the composite score would likely move into the mid-80s next month.

The practical takeaway is straightforward: keep reinforcing the belonging routines that are already working, but redirect manager attention toward recognition systems in the weakest teams. That is the single fastest lever available if you want Culture Health to improve again next cycle.