Workplace Culture Survey
Workplace Culture Survey
Workplace Culture Survey
1. The organization's stated values are clearly communicated to all employees.
2. The organization's values are reflected in day-to-day decisions and behaviors.
3. Leaders model the behaviors that reflect the organization's culture.
4. I understand how my work contributes to the organization's mission and purpose.
5. The organization holds employees accountable to its values, not just its performance metrics.
6. Leadership communicates important decisions and changes in a timely and transparent manner.
7. I feel comfortable raising concerns or speaking up without fear of negative consequences.
8. Information flows effectively between teams and departments in this organization.
9. Feedback, upward and downward, is encouraged and acted upon in this organization.
10. My team has a positive and supportive working environment.
11. Collaboration is genuinely valued and practised across teams in this organization.
12. Conflict is handled constructively and professionally in this organization.
13. I feel that diverse perspectives are genuinely welcomed and considered in team discussions.
14. Recognition and celebration of team achievements is a regular part of our culture.
15. This organization encourages employees to try new approaches and experiment with ideas.
16. Mistakes or failed experiments are treated as learning opportunities rather than causes for blame.
17. I feel empowered to make decisions within my area of responsibility.
18. The organization regularly improves processes based on employee input and feedback.
19. All employees are treated with respect regardless of their role, background, or identity.
20. This organization has a zero-tolerance approach to bullying, harassment, and discrimination.
21. I feel that my contributions are valued equally, regardless of who I am.
22. The organization actively works to create a culture where everyone can bring their authentic self to work.
23. I am proud of the culture in this organization.
24. The culture of this organization has improved over the past 12 months.
25. I would describe our workplace culture as healthy, positive, and inclusive.
26. What one change would most improve our workplace culture?Everything you need to know
01What is the Workplace Culture Survey?
The Workplace Culture Survey is a ready-to-launch set of 26 questions that measures how your stated values actually show up in daily working life. Rather than asking whether people are happy, it probes whether the organization's values are clearly communicated, whether leaders model those behaviors, and whether values guide real decisions. It also captures the trust signals that hold culture together, such as whether people feel safe raising concerns and whether information flows between teams. Run it when you want a clear, honest read on the gap between the culture you describe on paper and the one employees experience every week.
02Why run a Workplace Culture Survey
Culture is easy to state and hard to verify. This survey turns vague impressions into structured evidence you can act on. Responses show you where values are lived versus where they are only slogans, whether accountability applies to behavior and not just performance metrics, and how transparent leadership communication feels from the employee's seat. Those signals inform decisions about leadership development, internal communication, and where to invest in cross-team collaboration. Because the questions cover both values and everyday trust, the results help you protect what is working and target the specific behaviors that need attention before they affect retention or engagement.
03What this Workplace Culture Survey covers
The roughly 26 questions are grouped around a few connected themes. Values clarity asks whether stated values are clearly communicated and reflected in day-to-day decisions and behaviors. Leadership and accountability includes items like leaders modeling cultural behaviors and the organization holding employees accountable to its values, not just its performance metrics. Purpose and meaning is covered by questions such as whether people understand how their work contributes to the mission. Trust and openness looks at whether employees feel comfortable raising concerns without fear of negative consequences, whether leadership communicates changes in a timely and transparent way, and whether information flows effectively between teams and departments. Together these themes give a rounded picture of culture in practice.
04How to use this free template
Copy or download the full set of 26 questions and drop them into whatever survey tool you already use, such as Google Forms, Typeform, or an internal HR platform. No signup is required to use the template. Keep responses anonymous so people answer honestly, especially on the trust and speaking-up items. Share the link with your team, set a clear closing date, and let respondents know how the results will be used. When responses are in, review scores by theme first, then look for patterns across teams before deciding where to act.
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