Culture starts with people. Performance follows.
Culture lives in how people think, feel, connect, and perform.
The AMPT Cultural Performance Engine turns those signals into measurable intelligence, helping organisations see more clearly, act with greater precision, and strengthen performance over time.
How the AMPT Cultural Performance Engine works
More than a one-off audit, this is the operating rhythm that helps organisations track change, refine priorities, and build stronger cultural performance.
How the AMPT Cultural Performance Engine works.
Built on 25 proven models from psychology, behaviour change, wellbeing, and leadership, across 21 connected domains, 4 intelligence layers, and 26 proprietary algorithms.
Ampt's Cultural Performance Engine brings together the human patterns shaping how your people feel, function, perform, and lead. It helps you see what is strengthening your culture, what is quietly straining it, and where earlier action can better support your people, unify existing initiatives, and improve performance sustainably.
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Imagine your culture powered by this depth.
LiveWell6 5⁶ = 15,625. RAI 5⁶ = 15,625. P-BAT 3⁴ = 81. EQ Leadership 3⁵ = 243. Combined in the Cultural Performance Engine, that gives the architecture a total pattern space of 4,805,419,921,875 possible patterns.*
Enough depth to illuminate the patterns shaping your culture. Enough humanity to keep people at the centre of every better decision.
*Calculated by combining the current scoring structures of all 4 Intelligence Layers.
This intelligence does more than reveal patterns. It brings clarity to the decisions shaping employee experience, people policy, risk, strategy, change, performance management, and the initiatives that strengthen culture.
The patterns shaping your culture
Ampt captures the patterns shaping culture through four intelligence layers: lifestyle, burnout, resilience and adaptability, and emotional intelligence. Organisations can begin with one priority area or bring all four together for a joined-up view of strengths, risks, and where existing initiatives can have greater impact.
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For organisations:
Brings into view how wellbeing, mental health, sleep, nutrition, movement, and motivation are shaping day-to-day functioning across your organisation.
It surfaces the patterns behind strain, uneven capacity, absence risk, presenteeism, and inconsistent performance, giving leaders a clearer read across teams, sites, and roles.For your people:
Turns everyday habits into personal insight and practical next steps.
Each person gets a clearer picture of what is supporting their energy, focus, mental health, and resilience, and what may be quietly draining them.Frameworks built on:
COM-B, the Health Belief Model, Self-Determination Theory, the Behaviour Change Wheel, and Blue Zones research. -
For your organisation:
Surfaces where burnout is beginning to take shape before it becomes a wider people and performance issue.
It brings together the signals behind strain, disconnection, imbalance, and reduced fulfilment, giving leaders a stronger basis for earlier action, more targeted support, and better protection of capacity, psychological safety, and retention.For your people
Creates a safe, structured way to make sense of what feels heavy.
P-BAT puts language around early signs of burnout, making it easier to recognise when something is off and take practical steps to protect energy, restore perspective, and regain a sense of control.Frameworks built on:
The Maslach Burnout Inventory, the Job Demands-Resources Model, and Conservation of Resources Theory. -
For your organisation:
Measures how ready your people are to adapt, recover, and stay effective when pressure rises or change accelerates.
It brings resilience and adaptability into clearer view, highlighting where these strengths are supporting progress and where gaps may be slowing change, weakening collaboration, or increasing talent risk.For your people
Translates resilience into something practical and personal.
RAI shows where someone already has strength, where they may be getting stretched, and what could help them respond to uncertainty, pressure, and change with more steadiness and confidence.Frameworks built on:
CD-RISC, Pulakos’ Eight Adaptability Dimensions, Goleman’s Emotional Intelligence framework, Growth Mindset Theory, and Luthans’ Psychological Capital. -
For your organisation:
Identifies the emotional and relational capabilities shaping trust, culture, and performance across your organisation.
It surfaces strengths, blind spots, and behavioural patterns that influence team climate, decision-making, and trust across the organisation.For your people
Invites honest self-discovery around how emotions, presence, and words shape others.
EQ Leadership brings into view how each person listens, responds, influences, and builds trust, turning that insight into practical guidance that strengthens empathy, courage, judgement, and lasting leadership impact.Frameworks built on:
Goleman’s Five EQ Domains, the Bar-On EQ-i model, TEIQue, Transformational Leadership Theory, and Social Intelligence Theory.
Built on proven models from psychology, behaviour change, wellbeing, and leadership, our Intelligence Layers reveal the human patterns shaping your people’s wellbeing, mental health, and culture, so you can see where support is landing, where pressure is building, and where focused action will create greater value.
Together, these four Intelligence Layers power the wider Cultural Performance Engine, creating a more joined-up view of the patterns shaping culture across your organisation.
Easy to put in place.
Valuable from the start.
With customisable options and access to Strategy Partner consultations, we work with you to shape the right path forward.
Common FAQs
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The Intelligence Layers are the four areas of insight: lifestyle, burnout, resilience and adaptability, and emotional intelligence.
The Cultural Health Audit brings those layers together into a wider organisational view, helping leadership see the patterns shaping culture, risk, and performance across the business.
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Each layer begins at individual level, but personal responses are anonymised before they contribute to any manager or leadership view.
What rises to the surface is not the individual, but the wider patterns taking shape across teams, sites, roles, and the organisation as a whole.
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Yes. Ampt works exceptionally well alongside external consultants, wellbeing brokers, and internal transformation teams.
It gives them richer intelligence to understand where your organisation is now, shape more effective routes forward, and support stronger implementation over time.
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Strategy Partners are specialists with exclusive depth in Ampt’s four Intelligence Layers, the Cultural Performance Engine, and how these signals translate into culture, organisational development, and people strategy.
They work alongside your people team to interpret what the intelligence means in context, co-create the right implementation path, and advise on the priorities, initiatives and actions most likely to strengthen your culture and performance.
With three clear ways to engage, organisations can access the level of consultation that best fits their priorities, pace, and ambition.
Reach out to learn more.
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Because culture is shaped every day by how people feel, function, perform, adapt, and lead.
A Cultural Performance Engine brings those patterns into view, so organisations can make better decisions around employee experience, strategy, risk, change, performance, and the initiatives designed to strengthen culture.
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Most surveys and engagement tools capture feedback and sentiment, but often give little immediate value back to the individual.
Over time, that can weaken trust, reduce participation, and make engagement harder to sustain. Some rely on frequent nudges or push notifications, which can become another daily demand without giving people enough time to reflect, apply insight, and create meaningful change.
Ampt goes deeper, bringing together 21 connected culture domains across 4 Intelligence Layers to reveal the human patterns shaping employee experience, culture, risk, and performance. It can stand alone or work alongside your existing tools, giving organisations a richer, more actionable layer of intelligence, quarter by quarter, to guide what happens next.
Why the name AMPT?