--- title: About the Assessment description: The 5Cs Model --- [Skip to content](https://support.principlesus.com/about-the-survey#main-content) English Show submenu for translations ![4ca80f9a-2071-a148-302f-31ff88cc96f8.png\]](https://support.principlesus.com/hs-fs/hubfs/Design%20Assets/Logos/4ca80f9a-2071-a148-302f-31ff88cc96f8.png?width=350&height=37&name=4ca80f9a-2071-a148-302f-31ff88cc96f8.png) Open main navigation Close main navigation - English Show submenu for translations How can we help you? - There are no suggestions because the search field is empty. 1. [Principles Help Center](https://support.principlesus.com/?hsLang=en) 2. [Principles 5Cs Assessment](https://support.principlesus.com/principles-5cs-assessment?hsLang=en) # About the Assessment ## The 5Cs Model The Principles 5Cs Assessment is built on the 5Cs Model of Culture, which includes the principles of Connection, Candid Communication, Clarity, Collaboration, and Contribution. This framework helps evaluate the multifaceted aspects of both an organization’s internal environment and the dynamics within individual teams by assessing critical factors like employee job satisfaction, team cohesion, and organizational performance. A healthy 5Cs report at either the organizational or team level indicates a strong, well-established culture that fosters growth, innovation, and a shared sense of purpose among its people. The 5Cs are interconnected, each influencing the others. While focusing on all dimensions concurrently can be most effective, it can be beneficial in the early stages of culture improvement to target the areas with the most room for improvement. **The Factors** Categorization Each 5C dimension, or factor, is meant to convey the health of a company’s culture by categorizing employee perceptions into three groups– Thriving, Getting By (split into Coping and Languishing), and Struggling— based on how they rate the company compared to a benchmark sample. Just like a “Net Promoter Score”, we then take the proportion of people in these 3 groups and output the result. In that sense, you can consider it a kind of “Net Thriver Score.” - Thriving: Employees in this group feel very positive about the company’s culture, rating it higher than most in the benchmark. They are typically highly engaged and satisfied with their work environment. - Getting By – Coping/Languishing: Employees in this group rate the company culture as just OK. This group is divided into those who are coping (still fairly engaged) and those who are languishing (less engaged), indicating mixed levels of satisfaction and engagement. - Struggling: Employees in this category view the company’s culture as needing improvement and rate it lower than most in the benchmark, generally showing low engagement and satisfaction. Because these scores are built off of research-based benchmarks, the higher the score, the higher you are likely to have engaged and thriving employees driven by that specific dimension. **Scoring** Factor scores are aggregated from their applicable sub-factors. Each sub-factor will show a color-coded proportion of employees for each of the groups mentioned above. 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