Company Culture Quiz

Name

Company name

Email

1. When a new employee joins, how well are they introduced to the company’s values and expectations?

A. They get a clear, structured onboarding and understand our values from day one.h clarity and accountability.

B. We cover the basics, but not in great detail.need reminders or redirection.

C. It’s more “learn as you go.”

D. We don’t really talk about values explicitly.

2. How would you describe communication across your team?

A. Open, transparent, and consistent.

B. Mostly clear, with occasional gaps.

C. Sometimes unclear or inconsistent.

D. Often confusing or siloed.

3. When problems arise, how are they typically handled?

A. Addressed quickly, openly, and constructively.

B. Addressed, but not always in a timely way.

C. Avoided until they can’t be ignored.

D. Brushed under the rug or blamed on someone.

4. How well do leaders model the behaviors they expect from the team?

A. Always — they set the standard.

B. Usually, but not always.

C. Rarely — there’s a “do as I say, not as I do” vibe.

D. Never — there’s a disconnect.

5. How recognized do employees feel for their contributions?

A. Regularly and meaningfully recognized.

B. Occasionally recognized.

C. Rarely recognized.

D. Almost never recognized.

6. How does your team handle feedback?

A. Feedback is frequent, two-way, and focused on growth.

B. Feedback happens but is mostly top-down.

C. Feedback is rare and usually only when something’s wrong.

D. Feedback is avoided entirely.

7. How aligned is your team around shared goals?

A. Everyone knows the goals and their role in achieving them.

B. Most people know, but some are unclear.

C. Goals are vague or inconsistently shared.

D. Goals aren’t communicated at all.

8. How safe do employees feel speaking up with ideas or concerns?

A. Very safe — it’s encouraged and valued.

B. Mostly safe, but depends on the topic.

C. Risky — people often hold back.

D. Unsafe — speaking up is discouraged.

9. How well do your company’s stated values match actual behaviors?

A. Perfectly aligned.

B. Mostly aligned.

C. Sometimes aligned.

D. Not aligned at all.

10. How does your team celebrate wins?

A. Regularly and in ways that feel genuine.

B. Occasionally, but not consistently.

C. Rarely — only for major achievements.

D. Never — wins go unnoticed.

11. How much do employees feel their work has purpose?

A. Very much — they understand how their work matters.

B. Somewhat — they see the bigger picture occasionally.

C. Rarely — work feels more like tasks than purpose.

D. Never — there’s no connection to purpose.

12. How does your company support employee growth and development?

A. Strong commitment with training, mentorship, and opportunities.

B. Some opportunities, but not a priority.

C. Minimal — only when absolutely necessary.

D. None — employees are on their own.

13. How well do departments or teams work together?

A. Extremely well — collaboration is the norm.

B. Mostly well, with occasional friction.

C. Often siloed, with limited collaboration.

D. Rarely work together at all.

14. How does leadership respond to mistakes?

A. Uses them as learning opportunities.

B. Addresses them without blame most of the time.

C. Often reacts with frustration or blame.

D. Harshly criticizes or punishes.

15. How would you rate overall morale in your company?

A. Very high — people enjoy coming to work.

B. Mostly positive, with occasional dips.

C. Low — many employees are disengaged.

D. Very low — there’s widespread dissatisfaction.

I want to subscribe to your mailing list.