Your Ofactor Pulse Results

Based on your responses, your organization’s culture is in the 3rd quartile in trust.

Our research shows that by increasing trust by one quartile, your organization can expect to see an annual savings of up to $9,102 per employee. Based on an organization size of 1,001 - 2,500 employees, that's an overall cost savings of between $9,110,871 and $22,754,424 annually.

Your Potential Trust Savings Per Employee, Per Year

Note: All figures assume an annual salary of $40,550.

Productivity: $6,758

High-trust orgaizations enjoy 25% higher productivity.

Assumptions: Productivity is responsible for 2/3rds of an employee’s salary.

Retention: $1,653

High-trust organizations have 27% higher retention.

Assumptions: An average 15.1 percent annual turnover and typical associated costs.

Health: $690

Employees of high-trust organizations take 2 fewer sick days.

Assumptions: Costs associated with 2 days of absenteeism and replacement labor costs.
Detailed Results

Ofactor Measures 8 Key Factors

These 8 key factors have been shown to inhibit or promote the release of the trust hormone Oxytocin, which has been directly linked to enhanced collaboration, cooperation and team effectiveness. Combined, we've shown they explain 100% of variation of trust in organizations.

The complete Ofactor Culture Management System provdes you with results based on a large sample of employees in your organization and allows you to compare departments, locations, genders and other demographics by these 8 factors. For now, here's how you see your organization's culture compared to our U.S. benchmark database:

Ovation is characterized in high trust organizations as actively praising, acknowledging, and recognizing the efforts and accomplishments of employees through formal and informal means on an ongoing basis. Employees who are feel appreciated and recognized are more energized and motivated and are able to see progress in their work, which is one of the best predictors of a sense of personal accomplishment.

Your average response of 4.98 is higher than our U.S. benchmark (4.54).

eXpectation is characterized in high trust organizations as creating and communicating a compelling vision of the future and defining clear and challenging goals to achieve the organization’s main mission. It also includes ongoing feedback again agreed upon performance expectations and the measurement of success. Employees who have clarity on how their individual goals have a "line of sight" to organizational strategic plans and are provided with clear benchmarks for achieving goals are significantly more productive.

Your average response of 4.98 is higher than our U.S. benchmark (4.65).

Yield is characterized in high trust organizations as actively empowering decision making and fostering independence (i.e., having sufficient authority to do one’s job well), treating mistakes as learning opportunities, and providing support when required.

Your average response of 4.98 is higher than our U.S. benchmark (4.72).

Transfer is characterized in high trust organizations as actively supporting individual and team autonomy and mastery of skills and by creating and supporting self-directed empowered teams with required resources, tools and information to achieve results.

Your average response of 4.98 is higher than our U.S. benchmark (4.59).

Openness is characterized in high trust organizations as actively promoting transparency, keeping employees at all levels informed on timely basis about decisions/actions that are made and maintain openness to access of leaders throughout all levels of the organization. It reflects leaders and all employees modeling transparency, sharing thinking, knowledge and information and willingly seeking and valuing input from others.

Your average response of 4.98 is higher than our U.S. benchmark (4.76).

Caring is characterized in high trust organizations as actively developing and rewarding collaboration, cooperation, teamwork, support of others and emotional/social competence in all interactions with internal and external stakeholders (i.e., uphold respect in every interpersonal interaction). A number of recent studies consistently demonstrate the importance of peer relationships and friendships on productivity, retention, overall job satisfaction and health.

Your average response of 4.98 is higher than our U.S. benchmark (4.51).

Invest is characterized by high trust organizations as actively coaching and developing employees, facilitating career growth and professional development, supporting self-directed learning and deploying the “signature strengths” on the job-current research consistently suggests that a large proportion of variance in how engaged employees are is based on perceived career and professional development and the willingness of leaders and organizations to support professional growth.

Your average response of 4.98 is higher than our U.S. benchmark (4.49).

Natural is characterized in high trust organizations as actively believing in senior leaders as models of integrity, candor and honesty as well as expressing transparency, genuineness and beliefs about creating a culture where employees at all levels can do their best work. It describes a culture where leaders and all employees are open to share their vulnerabilities and mistakes and willing to ask for help.

Your average response of 4.98 is higher than our U.S. benchmark (4.63).

High Trust Drives High Performance

Ofactor is The First Culture Management Platform Developed by Real Neuroscientists.

Ofactor provides a combination of a culture survey, weekly pulses and brief 3-minute microtraining videos to enable you to measure and manage a high-performance culture. Our innovative training interventions touch the entire organization, leading to more trust and real, measurable results. Our studies have shown that employees in the highest trust cultures report:
50%

More Productivity

50%

More Retention

40%

Less Burnout

76%

Higher Engagement

60%

More Joy

56%

Greater Job Satisfaction

Our research proves high-trust = high-performance

Get our whitepaper to learn how neuroscience can engineer a high-performance culture:

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