In the midst of a global pandemic, company culture has never been more important. Teams are spread out over countries and cities, navigating zoom calls, slack channels and calendar invites. In this climate, the mental well-being and performance of employees is pushed to its limits.

Culture Amp is on a mission to improve the quality of work for hundreds of millions of people around the world. Today, over 3000 companies use their software to monitor how their teams are feeling. This way, managers can put their fingers on the pulse of culture and implement real actions to change the way people work.

"You can boil HR down to one thing - can we get our senior people to have difficult conversations with other people?"

In our final episode for the year, we will hear about how key company values helped lead Culture Amp to unicorn status, the data insights gained from monitoring thousands of companies worldwide, and Blackbird’s relationship with the company.

Episodes air every second Wednesday/Thursday at 5:30 am. Don't forget to subscribe - we'll return with new episodes in 2021.

Episode interviewees: Didier Elzinga, CEO and co-founder of Culture Amp, Chloe Hamman, Director of People Science at Culture Amp, and Nick Crocker, Partner at Blackbird.

Key topics covered:

• Culture Amp's defining moments
• Data insights into company culture around the world
• How Blackbird has evolved to invest in larger companies

The best of Didier Elzinga:

• "Trust is the residue of promises fulfilled"
• "It's actually much harder to get people to care about your product than it is to build it"
• "Our mission is not to sell X thousand copies of software - selling X thousand copies of software is part of the way we deliver our mission"
• "You have to think about how your values can be weaponised"

The best of Chloe Hamman:

• "People want to be in places where they can grow and develop, over and above a clear career path"
• "If you're not giving your employers clear job previews, they are more likely to leave"
• "The best managers check in on a weekly basis with their employees"
• "It's not about changing what your organisation does, it's about communicating more widely about why and how you are doing thi