Enquête sur la culture
Culture surveys typically include a series of questions designed to probe various aspects of organizational culture, such as leadership style, communication patterns, teamwork, diversity and inclusion, and alignment with organizational values and goals.
What is a culture survey?
A culture survey (also known as a cultural survey or employee culture survey) is a structured questionnaire designed to measure how employees perceive and experience the culture of their organization. It captures insights about shared values, behaviors, communication, leadership trust, inclusivity, and alignment with company goals.
Organizations use these surveys to understand if their intended culture matches what employees experience daily.
Why are culture surveys important?
Culture surveys help companies:
- Uncover gaps between stated values and real experiences
- Identify toxic or disengaging behaviors early
- Strengthen trust, transparency, and team cohesion
- Align leadership with employee sentiment
- Guide cultural transformation during mergers, rapid growth, or remote transitions
- Create actionable plans to improve communication, leadership, DEI, and morale
Without consistent feedback, leaders risk assuming their culture is healthy when it may need attention.
What is the purpose of a culture survey?
The purpose of a culture survey is to assess, understand, and improve a company’s workplace culture. Key objectives include:
- Evaluates current values, norms, and behaviors to understand the overall work environment.
- Highlights areas that boost engagement and performance, as well as those that may hurt morale or productivity.
- Ensures that workplace culture supports the company’s mission and strategic direction.
- Guides cultural change efforts through actionable employee feedback.
- Helps create a more inclusive, positive culture that drives satisfaction and retention.
Who should take a culture survey?
Culture surveys for employees are designed for everyone across the organization—regardless of department, level, or location. Gathering diverse perspectives ensures a more accurate picture of the company’s overall culture and highlights differences across teams or regions.
Leaders, too, benefit from reflecting on the results and using them to adjust strategies and behaviors.
Where are culture surveys used?
Culture surveys are used:
- During annual or biannual feedback cycles
- After major organizational changes like leadership shifts or restructuring
- In onboarding to understand new hire experiences
- As part of engagement programs or performance reviews
- In remote and hybrid settings to stay connected with dispersed teams
They serve as both a diagnostic and strategic tool to drive people-first decision-making.
When should companies conduct a culture survey?
Best practice is to conduct a culture survey for employees:
- At least once a year, with shorter pulse surveys every 3–6 months
- After major changes, such as reorgs, leadership transitions, or policy overhauls
- When preparing for culture transformation or launching new DEI initiatives
- As part of an employee engagement strategy
- During onboarding (for early impressions) and offboarding (for honest feedback)
Timing matters—feedback should be gathered when it’s most relevant and acted on promptly.
Enquêtes sur le pouls des employés :
Il s'agit d'enquêtes courtes qui peuvent être envoyées fréquemment pour vérifier rapidement ce que vos employés pensent d'un sujet. L'enquête comprend moins de questions (pas plus de 10) afin d'obtenir rapidement des informations. Elles peuvent être administrées à intervalles réguliers (mensuels/hebdomadaires/trimestriels).
Rencontres individuelles :
Organiser périodiquement des réunions d'une heure pour discuter de manière informelle avec chaque membre de l'équipe est un excellent moyen de se faire une idée précise de ce qui se passe avec eux. Comme il s'agit d'une conversation sûre et privée, elle vous permet d'obtenir de meilleurs détails sur un problème.
eNPS :
L'eNPS (employee Net Promoter score) est l'un des moyens les plus simples et les plus efficaces d'évaluer l'opinion de vos employés sur votre entreprise. Il comprend une question intrigante qui permet d'évaluer la loyauté. Voici un exemple de questions posées dans le cadre de l'eNPS Quelle est la probabilité que vous recommandiez notre entreprise à d'autres personnes ? Les employés répondent à l'enquête eNPS sur une échelle de 1 à 10, où 10 signifie qu'ils sont "très susceptibles" de recommander l'entreprise et 1 signifie qu'ils sont "très peu susceptibles" de la recommander.
Sur la base des réponses, les salariés peuvent être classés dans trois catégories différentes :
- Promoteurs
Employés qui ont répondu positivement ou qui sont d'accord. - Détracteurs
Employés qui ont réagi négativement ou qui ont exprimé leur désaccord. - Passives
Les employés qui sont restés neutres dans leurs réponses.
How do you create a culture survey?
A great culture survey starts with clear goals, then builds around topics that reflect your company’s values and desired culture.
Start by including a mix of quantitative (scale-based) and qualitative (open-ended) questions.
Common culture survey questions include:
- “I feel safe expressing opinions at work.”
- “Leadership communicates the company’s values clearly.”
- “Our team lives up to our cultural principles.”
- “What is one thing you’d change about our company culture?”
- “How inclusive do you find our workplace?”
- “Do you believe recognition is given fairly?”
For culture engagement survey questions, focus on how culture affects motivation, trust, and belonging.
Use anonymity and a trustworthy platform to ensure honest answers.
What’s the difference between a culture survey and an engagement survey?
A culture survey measures alignment with values, behaviors, and company identity. An engagement survey looks at energy, motivation, and emotional connection to work.
While related, culture surveys focus on “how we work together”, while engagement surveys focus on “how connected I feel to my role.”
Many companies combine both to get a full picture.
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