Culture
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Indigenous Pact Employee Pulse Survey Case Study

Situation

As Indigenous Pact expanded in size and impact, internal communications and cultural cohesion lagged behind company growth. Employees reported a need for clearer, more transparent decision-making, more authentic recognition and stronger connections within the company’s remote-first work structure. The 2024 Employee Pulse Survey highlighted gaps in clarity, consistency and visibility - both in leadership updates and recognition of colleagues’ accomplishments.

Opportunity

Build a values-driven, transparent and inclusive employee experience by integrating Human Resources and Internal Communications strategies. Through a partnership between two external partners - Kane Communications and Humani - Indigenous Pact aimed to enhance organizational alignment, strengthen employees’ sense of belonging and create an authentic culture of recognition and pride.

Approach

Meeting Enhancements

  • Transformed the Force for Good meeting series into a high-engagement internal touchpoint

  • Introduced live Poll Everywhere interactions, tribal spotlights and staff location maps

  • Embedded regular business updates from CEO Kurt Brenkus

Employee Recognition Program

  • Co-developed and launched the Living Our Values program with Humani

  • Enabled peer nominations based on IP’s four values: Bravery, Empathy, Wisdom and Transformation

  • Featured winners monthly with $50 store credits and newsletter shoutouts

Crisis Form Rollout

  • Rolled out a clear, accessible Crisis Reporting Form to all staff

  • Integrated training and visibility through Force for Good, email and onboarding

  • Coordinated notification system with Kane, Humani and executive leadership

Double Helix Visual Framework

  • Created an interactive “Double Helix” graphic to visually explain how teams and services connect within Indigenous Pact’s value proposition

  • Designed specifically for internal education and alignment, helping employees understand their individual and team contributions to IP’s broader mission

  • Concept emphasized organizational interdependence, reinforcing that every team is critical to company success

Results

An increase in employee engagement, recognition and connection across Indigenous Pact’s growing, remote-first workforce. This is evidenced by:

  • A unified HR and communications strategy contributed to a 57-point increase in employee net promoter score (eNPS)—from +24 in 2024 to +81 in 2025—demonstrating stronger morale, loyalty, and cultural alignment

  • 84% of employees reported receiving meaningful recognition, a 27% year-over-year improvement, supported by the launch of the Living Our Values program and monthly peer nominations

  • 98% of employees say they plan to stay with Indigenous Pact for at least another year, citing clear communication, leadership empathy, and the organization’s “family first” approach as key motivators

  • Enhancements to the Force for Good meeting series and the creation of the Double Helix Framework resulted in a 20% increase in employees who strongly agree they feel a sense of belonging, and a 46% increase in understanding how decisions are made

“Kane brought clarity, creativity and consistency to our internal communications. Their partnership transformed how we connect with our team, elevating employee recognition, enhancing transparency and ensuring our culture grows with our organization.”

— Randy Madson, Chief of Staff, Indigenous Pact

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