Chris Dyer
Most cultures decay quietly while leaders are busy fixing other things. Engagement scores drop, the best people leave first, and remote and hybrid setups make the drift harder to see. The work is figuring out which few cultural levers actually move performance, and pulling them with discipline rather than rituals.
Chris Dyer is a company culture and remote-work expert who helps senior teams turn culture from a values statement into a measurable operating system, drawing on fifteen “best place to work” cycles as a CEO.
Full Profile
Why organisations work with Chris Dyer
- He ran the experiment before he taught it. PeopleG2 was a fully remote business through five Inc. 5000 listings and fifteen “best place to work” cycles, which means his culture and remote-work models come from operating evidence, not consulting observation.
- His “7 Pillars” (Transparency, Positivity, Measurement, Acknowledgement, Uniqueness, Listening, Mistakes) give an executive team a shared diagnostic vocabulary for culture, replacing the usual mix of values posters and engagement-survey theatre.
- He works at the intersection of culture and remote design, where most speakers pick a side. Buyers wrestling with hybrid productivity, distributed leadership, and connection in dispersed teams get one voice on both questions.
- Inc. Magazine named him the #1 Leadership Speaker on Culture, and his client roster includes NASA, Johnson & Johnson, Intuit, IKEA, and Southwest Airlines, which signals he holds a senior room across regulated, industrial, tech, and consumer settings.
Biography highlights
- Founder and CEO of PeopleG2, a fully remote background-screening company, five-time Inc. 5000 honoree.
- Author of The Power of Company Culture (Kogan Page) and co-author of Remote Work (Kogan Page).
- Named #1 Leadership Speaker on Culture by Inc. Magazine; ranked #5 on the LeadersHum Power List.
- Listed among Global Gurus Top 30 Organizational Culture Professionals.
- Forbes Business Council member, Fast Company Executive Board member, and contributor to Inc.com.
- Keynote clients include NASA, Johnson & Johnson, Intuit, IKEA, and Southwest Airlines.
Biography
Most companies treat culture as something HR runs and leaders endorse. PeopleG2 was built the other way around. Chris Dyer ran the firm as a fully remote operation while it landed on the Inc. 5000 list five times and was repeatedly named a best place to work, which made culture a daily operating decision rather than an annual initiative.
That experience produced a specific framework. The Power of Company Culture, published by Kogan Page, sets out seven pillars: Transparency, Positivity, Measurement, Acknowledgement, Uniqueness, Listening, and Mistakes. The book’s argument is operational. Each pillar maps to behaviours leaders can audit, and the cases used to test it sit inside companies like General Motors, Southwest Airlines, and VaynerMedia.
His second book, Remote Work, also with Kogan Page, addresses the harder follow-on question: how do you keep a culture intact when your workforce is distributed. Inc. Magazine subsequently named Dyer the #1 Leadership Speaker on Culture, and his keynote work has placed him in front of leadership teams at NASA, Johnson & Johnson, Intuit, IKEA, and Southwest Airlines.
What buyers tend to take from Dyer is permission to stop treating culture as soft. He gives senior teams a vocabulary, a diagnostic, and a set of operator decisions, grounded in a business he built and ran rather than a model he assembled from interviews.
Key speaking topics
- Company culture as an operating system
- The 7 Pillars framework
- Remote and hybrid workforce design
- Employee engagement and retention
- Leadership in distributed organisations
- Future of work and AI integration in the workplace
- Burnout and recession-period leadership
Ideal for
- CHROs and heads of People rebuilding engagement and retention strategy
- CEOs and executive teams setting the direction on hybrid or fully remote operating models
- Culture and transformation leads inside organisations carrying out post-restructure rebuilds
- Leadership development functions designing programmes for distributed managers
Audience outcomes
- A shared diagnostic for which cultural levers in their organisation are actually moving performance
- A practical view of how to run a distributed or hybrid workforce without losing cohesion
- An operator’s account of how engagement, retention, and productivity reinforce each other when the right pillars are in place
- Concrete tactics from a CEO who tested them inside a five-time Inc. 5000 company
Talks
A working session on the seven cultural levers Dyer argues most determine performance, retention, and leadership effectiveness.
Key takeaways:
- A diagnostic for which pillars an organisation is currently strong and weak on
- The behaviours, rituals, and measurement points that make each pillar operational
- Where culture work most often fails inside otherwise well-run companies
A leadership-level read on how AI reshapes roles, team design, and managerial practice over the coming decade.
Key takeaways:
- Where AI is already changing the texture of knowledge work
- The managerial decisions that determine whether AI lifts or destabilises a team
- A framework for sequencing AI adoption inside an existing operating model
A pointed look at hybrid and remote experiments, what is working, and what most organisations are quietly walking back.
Key takeaways:
- Why many hybrid models stall after the first year
- The design choices that distinguish durable distributed teams from fragile ones
- How to set policy without locking the organisation into a single mode
A practical session on leading teams through downturns, restructures, and prolonged uncertainty.
Key takeaways:
- The communication patterns that hold trust during cuts
- Where to invest in culture when budgets are contracting
- How to keep high performers engaged through a downcycle
Videos
Testimonials
Books
Fees
| EUR | GBP | USD | |
|---|---|---|---|
| Home Country | €12000 to €40000 | £10,001 - £35,000 | $15000 - $50000 |
| Asia Pacific | Please enquire | Please enquire | Please enquire |
| Europe | €12000 to €40000 | £10,001 - £35,000 | $15000 - $50000 |
| Middle East & Africa | Please enquire | Please enquire | Please enquire |
| South America | Please enquire | Please enquire | Please enquire |
| United Kingdom | Please enquire | Please enquire | Please enquire |
| US East Coast | €12000 to €40000 | £10,001 - £35,000 | $15000 - $50000 |
| US West Coast | €12000 to €40000 | £10,001 - £35,000 | $15000 - $50000 |
| Virtual | Under €12000 | Under £10,000 | Under $15000 |