Organizational Culture Survey Form Template
Enhance Your Workplace Culture with Valuable Insights
Are you struggling to understand how your employees truly feel about the workplace culture? This Organizational Culture Survey Form Template is designed for HR professionals and team leaders who want to gauge employee perceptions and identify areas for improvement. With this template, you can easily collect valuable feedback, foster engagement, and create a more inclusive environment, all while ensuring your questions are customizable to fit specific needs. Dive in and discover the insights your organization can gain!
When to use this form
Use this form when you need a clear read on how people work, feel, and collaborate. Run it before annual planning, after a reorg or merger, or when turnover rises. HR and People leaders get data to set priorities; managers learn where communication breaks; employees get a safe way to share what helps or hurts performance. Pair it with the Employee engagement survey form to track motivation drivers, and offer an Anonymous feedback form to increase honesty on sensitive topics. If you are worried about churn, follow up with the Employee retention survey form to test which fixes matter most. The result: focused, measurable improvements to values, trust, and execution.
Must Ask Organizational Culture Survey Questions
- On a scale of 1-5, how safe do you feel speaking up about problems or ideas at work?
Psychological safety drives innovation and honest reporting. This shows whether people feel safe to speak; for deeper input, route themes into the Employee opinion survey form.
- How well do our stated values show up in day-to-day decisions and behaviors?
It checks the gap between what you say and what people see. Clear gaps signal where leaders must model actions, update policies, or adjust incentives.
- Do you have the information you need to do your job well, and from whom do you get it?
Access to information predicts productivity and reduces rework. Answers point to training needs, better documentation, or fixes to cross-team handoffs.
- In the past 3 months, what recognition or feedback made your work feel valued?
Recognition habits reveal what your culture rewards. Real examples help you scale practices that motivate and retire those that miss the mark.
- Which one change would most improve how your team collaborates with other teams?
This surfaces the single, highest-impact change instead of a long wish list. It helps you focus on one pilot, measure results, and then roll improvements across teams.
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