Our Culture Report — Ex Ample Business

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At a glance

4.4

Belonging & respect

Highest scoring area

3.5

Pay & promotion fairness

Most room to grow

76%

Feel safe to speak up

Above sector average

Learning

Top value chosen

By 66% of respondents

The culture at Ex Ample Business is genuinely positive and energised. Belonging scores are high, people feel respected, and there's a clear appetite for growth and learning — especially among the younger, ambitious majority of the team. The areas that need attention are practical rather than cultural: workload management and pay transparency. The foundations here are strong.

1

Who took part

Role level

Tenure

Department

Where people work

Profile snapshot: The majority of respondents are individual contributors (61%) who have been with the business 1–3 years (45%). The team skews young and growth-oriented, with Hybrid working the dominant pattern. Product/Tech is the largest cohort.

2

Purpose & values

Scale questions

Clarity of mission

4.2

Strong

Mission supports wellbeing

3.8

Good

Top values chosen

Learning & growth

41

Integrity / honesty

38

Respect

35

Transparency

32

Employee wellbeing

28

Issues to prioritise over the next 12–18 months

What success looks like — themes from open responses

"A place where people grow, do meaningful work, and genuinely feel like they're part of something bigger than just the job."

"Success is when our impact is visible in the community and we're proud to talk about what we do."

"When every team member feels valued, challenged, and excited to come to work — even on a Monday."

3

Balance & wellbeing

Scale questions

Workload manageable

3.4

Watch

Comfortable switching off

3.6

Good

Flexibility to do best work

4.1

Strong

Top requested improvements

Clearer workload boundaries

36

More async flexibility

27

More protected focus time

23

Mental health days policy

18

Note: Workload is the single most flagged concern across all open-text responses. The enthusiasm and ambition in this team is a real asset — but the data suggests people are pushing themselves hard. This is worth watching.

4

Openness & trust

Scale questions

Comfortable raising concerns

4.0

Strong

Concerns acted on

3.7

Good

Trust in confidentiality

4.3

Strong

Barriers to speaking up

5

Belonging, fairness & growth

Section scores

Brightest spot

4.5

People feel respected regardless of role, background, or identity

Biggest opportunity

3.5

Pay and promotion decisions feel fair and well explained

6

Our impact in the world

Priority areas for external impact

Communities closest to people's hearts

Children & Young People 38 Mental Health Needs 36 Schools & Education 31 People with Disabilities 22 Environment & Community 20 Families & Parents 18 LGBTQ+ Communities 16 Older People 12 Carers 10 Arts, Culture & Education 9 Veterans & Armed Forces 7 Grassroots Sports 6

Tile size reflects number of respondents who selected each community. Up to 5 per person.

Open-text sentiment — customer & community questions

Positive — 71% Neutral — 20% Critical — 9%

7

What people want us to start

"A proper mentoring programme — pairing newer team members with senior people who have been here a while."

"Being clearer about how pay decisions are made. Even a framework would help people feel it's fair."

"Quarterly team volunteering days — something that lets us actually live our community values together."

"More celebration of wins. We move so fast that good work often goes unnoticed."

Common themes tagged across responses

mentoring (24)pay transparency (21)celebrate wins (19)volunteering (17)clearer career paths (16)more 1:1 time (14)mental health (13)async culture (11)community events (10)DEI training (9)

★

Recommended next steps

1

Introduce a pay & progression framework

With 3.5 the lowest-scoring area, even a simple published framework will rebuild confidence in how decisions are made. Transparency beats secrecy every time.

2

Address workload before it becomes burnout

The ambition in this team is its superpower — protect it by introducing clear norms around hours, async communication, and capacity planning. Run a simple workload audit with team leads.

3

Launch a mentoring programme

The most requested initiative across open responses. With so many people at the 1–3 year mark, a structured mentoring scheme will accelerate growth and deepen retention.

4

Activate community impact through team volunteering

Children, young people, mental health and education are the top priorities. Channel this into a quarterly team volunteer day with a partner organisation — this team wants to show up, not just talk about it.

5

Build a culture of celebration

Fast-moving, ambitious teams often skip the moment of acknowledgement. Introducing a lightweight recognition ritual — even a fortnightly team shout-out — will deepen belonging further.

What makes usEx Ample Business.

Introduce a pay & progression framework

Address workload before it becomes burnout

Launch a mentoring programme

Activate community impact through team volunteering

Build a culture of celebration

What makes us
Ex Ample Business.