Culture Amp Product Updates

AI Coach can now help you with writing goals. Talk through what you want to achieve in a side panel on the Goals page, and Coach proposes a draft goal for you to review, edit, and publish when you're ready.

​What's New:

• Start with a conversation, whether you have a clear target or only a rough idea.
• Coach asks for your starting point and target, then drafts an Individual goal with key results or a Development goal with actions.
• Coach draws on your own goals, company goals and group goals to inform its suggestions.
• You stay in control: edit anything before you save, and Coach only ever saves a draft. You decide when to publish.
• Admins choose who can use it: everyone, a pilot group, or no one.

Facilitators can now share their prepared calibration layout with observers and calibrators, helping everyone start with the same filters, sort order, and visible columns instead of rebuilding the view.

What’s New:

• The facilitator’s current layout becomes the starting point for participants automatically, with no separate save step.
• Participants can customise their own view without affecting anyone else.
• Participants can select Reset view to return to the facilitator’s latest layout.
• Separate layouts are supported for Calibration Overview and Respond to Ratings.

The Performance Culture Quadrant (PCQ) on the Summary report has a refreshed look and new interactive tools to help you explore results and take action with Coach. Your scores, calculations, and quadrant placement are unchanged.

What’s New:

• A refreshed visual design, with the PCQ positioned above key factors, clearer quadrant labels, lighter gridlines, and an expandable legend.
• Click a quadrant to zoom in and view only the segments inside it.
• Hover over a point to compare PCQ scores, response count, and distance from the selected comparison.
• Use the new Coach nudge to understand your organisation’s position and explore results in Coach.

Admins can now choose which factors to include in each shared report, giving you more control over the information shared with different audiences. Reports remain live and interactive, while your admin report continues to show all factors.

What’s New:

• Configure factor visibility when creating or editing a shared report.
• Factors are visible by default, so existing reports are unchanged.
• The Index Factor cannot be hidden.
• Questions linked only to hidden factors are excluded. Questions linked to at least one visible factor remain available.
• The PCQ visualisation is unavailable if either PCQ factor is hidden.
• Top opportunities and “What you’re doing well” are recalculated using visible factors only.

You can now use display rules in Performance manager reviews to show follow-up questions based on a manager’s earlier answers. Keep review forms focused for most managers while automatically collecting deeper context when it matters.

What’s New:

• Show follow-up questions when managers select specific answers in performance rating, rating scale, or single-select questions.
• Reuse one follow-up question across multiple source questions. It appears when any configured trigger is selected.
• Set follow-up questions as required or optional and position them anywhere in the review.
• Preview rules before publishing to confirm the experience.
• Available for manager reviews in Performance cycles. Not yet available for self-reflections, peer or upward feedback, or probation reviews.

Goals in Reviews brings relevant employee goals into Performance Reviews, helping managers make grounded assessments and employees reflect on their commitments without switching workflows.

What’s New:

• Admins can enable Goals in Reviews for new cycles and choose which goals to include.
• Managers see relevant individual goals in Manager Reviews.
• Employees see their own goals in Self Reflections.
• Reviewers can capture goal-based feedback using open-text and rating questions.
• AI Coach can use goal context when helping complete reviews.

Goals are read-only, and the initial release supports individual and individual development goals. Goals in Reviews is not available in Calibrations.

You can now add the same topic to multiple 1-on-1 conversations in one step. This makes it easier to share consistent discussion points across your team without repeating the same work in each conversation.

What’s New:

• Select multiple conversations from the 1-on-1s homepage.
• Add one topic and supporting note to all selected conversations.
• Managers have their direct-report conversations selected by default, with the option to change the selection before submitting.
• Topics are added as normal user topics, not Assigned Topics.

Set up and manage Performance Review Cycles using the demographic structure your organisation already uses, without remapping fields or relying on spreadsheets.

What’s New:

• Use standard or custom account demographics in cycle setup and participation rules.
• Filter manager review populations using custom labels such as territory, business unit, region, or employee cohort.
• Sensitive demographics remain hidden from roles that should not have access.
• Standard demographics remain available, with no remapping required.

This update is currently available for Performance Reviews. Support for Calibrations is coming soon.

Report filters have moved from the left-hand column to a streamlined bar at the top of your report. You can select multiple filters and apply them together, giving you more space to view your results and reducing unnecessary page reloads.

What’s New:

• Access filters from the Filters button at the top of supported reports.
• Select multiple filters before applying your changes.
• See how many filter categories are active at a glance.
• Enjoy more space for report content.

A new Sensitive comments tab has been introduced in your survey's Administrator Report, bringing together comments that may need a closer look and possibly redaction before sharing results.

​What's New:

• A review list, built as comments come in. Comments are checked against eight topics covering names and locations, offensive language, and more serious content including harassment, discrimination, threats and possible self-harm. Each row shows why it was flagged.
• You decide on the action. Culture Amp never edits, rewrites or removes a comment on its own. Being flagged is an invitation to review, not a verdict, and for many surveys nothing will need changing.
• Redact in a spreadsheet. Export the flagged comments, write or redact the wording you want, and import the file back. Redact a whole comment or just replace the part that identifies someone.
• Add your own keywords. Optional, for terms specific to your organization. Add them before you launch, because each survey uses the keyword list as it stood at launch.