“Our leadership and people operations teams decided we needed to build a culture where employees could genuinely feel psychologically safe to perform the best work of their lives. But we also needed to quantify this information, to measure progress and take the guesswork out, so we decided collecting employee survey data was a good starting point. Done under the cover of anonymity, we discovered this data could be used to create dialogue, through feedback loops and focus groups. This allowed us to really show employees they were not only seen and heard, but that they belong.”