Culture Survey
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.
Employee pulse surveys:
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
One-on-one meetings:
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS:
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
Based on the responses, employees can be placed in three different categories:
- Promoters
Employees who have responded positively or agreed. - Detractors
Employees who have reacted negatively or disagreed. - Passives
Employees who have stayed neutral with their responses.
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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