Organizational Culture & Employee Trust Assessment

Thanks for taking part in our culture check-in. We want to understand how our stated values actually show up in day-to-day work — your honest answers matter more than diplomatic ones. This takes about 6-7 minutes and your individual responses are kept confidential.

How much do you agree with each statement about your day-to-day experience at work?

How likely are you to recommend this company as a great place to work to a friend or former colleague?

In the last 30 days, how often did you see a colleague's differing opinion openly welcomed in a meeting?

• Never
• Rarely
• Sometimes
• Often
• Every meeting I attended

Rank these company values by how consistently you see them show up in everyday decisions, from most to least consistent. (Template note: replace with your organization's actual stated values before launching.)

1. (Value A - e.g. Customer obsession)
2. (Value B - e.g. Ownership)
3. (Value C - e.g. Integrity)
4. (Value D - e.g. Innovation)
5. (Value E - e.g. Teamwork)

If leadership had 100 points to spend improving our culture this year, how would you allocate them across these areas?

• Trust & psychological safety
• Recognition & fair reward
• Communication & transparency
• Cross-team collaboration
• Manager quality & coaching

How well does your immediate manager model the behaviors our company says it values?

Anchor on the respondent's likelihood-to-recommend score and their agreement ratings on speaking up without fear and recognition. If either was low or mid-range, ask for a specific recent moment that shaped that view — what happened, who was involved, and what would have made it feel safer or fairer. If everything scored high, ask what one thing would most put that trust at risk. Push for one concrete example rather than general impressions, and note whether the issue seems tied to their direct manager, a team dynamic, or company-wide leadership.

In the past 6 months, have culture-related reasons (not pay or role) made you seriously consider leaving?

• Yes, seriously considered it
• It crossed my mind briefly
• No, not really

Now just a few quick background questions to help us spot patterns across teams. All of these are optional.

Which department or team are you part of?

• (Replace with Department A)
• (Replace with Department B)
• (Replace with Department C)
• (Replace with Department D)
• Prefer not to say

How long have you been with the company?

• Less than 6 months
• 6 months to 2 years
• 2 to 5 years
• More than 5 years
• Prefer not to say

Which best describes your role level?

• Individual contributor
• People manager
• Senior leader / executive
• Prefer not to say

That's everything — thank you for your candor. Responses are aggregated into a culture report for leadership, and your AI follow-up answer will only be shared as an anonymized theme, never attributed to you.