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From Feedback to Change
How the Cultural Mindset Index (CMX) survey helps improve collaboration, streamline processes and strengthen corporate culture.
Survey
In mid-2025, the CMX survey assessed how you perceive corporate culture. More than 8,500 of you provided valuable insights into how strong the corporate culture is, where it needs improvement and where everything is working well. The results reflected everyday reality. They clearly showed what is working well, but also where the obstacles lie. Furthermore, the survey confirmed how to use data to improve the functioning of teams, individual departments and the entire company.
"Based on the CMX, we received more than 1,600 comments, which helped us better understand what really lies behind the numbers," says Tereza Šťastná, Culture Change & Human Touch Specialist in the SX – Transformation department.
Across teams, for example, the topic of collaboration — which arises in daily practice — resonated the most. "We still encounter differing priorities, slower decision-making or misunderstandings, which the myVOICE survey also confirmed. What has changed, however, is that there is now a more open and collaborative discussion about these issues," continues T. Šťastná.
Individual departments therefore have clearer priorities, manage projects more effectively, communicate better and connect their teams more closely. There is also a growing emphasis on building a corporate community and making activities accessible to employees. Another key theme was the complexity of processes. The High Performance Organisation 2.0 project therefore simplifies decision-making, shifts it closer to experts and reduces the number of steering committees. "These changes help reduce inefficiency and allow teams to focus more on specific tasks with minimal administrative burden. The integration of AI tools into daily work also contributes to this," adds T. Šťastná. Just as important as the results is how you experience your work every day. Initiatives such as Human Touch, focused on customer-centricity, or development programmes like Disruptive Leadership highlight the importance of daily interaction, clarity, openness and shared responsibility.
However, not all changes come in a big way. They emerge in small steps — when teams speak openly with one another, when someone questions an inefficient process, or when a small change makes work easier for everyone. It is precisely this that gradually shapes corporate culture.
This year's CMX survey, which will take place in June, will reveal the next shift.