Culture assessment: Definition, types and questions


Culture assessment: Definition, types and questions Culture assessment
Table of Contents

What is culture assessment?

An organization’s culture defines its growth. People who work in an organization, develop a perspective of that organization based on the values, goals, way of working that adds up to define a company’s culture.

Culture assessment on the other hand is an evaluation that an organization takes to keep tract of its ideal culture and the real culture that it follows. This evaluation includes analyzing the traditions, philosophy, values, goals, and expectations the company follows and how close they are towards their ideal culture goal. 

Culture assessment also defines the way an organization does things on a regular basis. This way affects employees on a greater scale as it influences their engagement and employee satisfaction. Hence, it is important for an organization to set a vision for the future and make sure everyone works towards that goal.

Exploratory Research Guide

Conducting exploratory research seems tricky but an effective guide can help.

What kind of culture do you have?

In order to be able to assess your culture, it is important to KNOW what your company culture is. The thing about culture is, there is no good or bad culture, and you cannot compare yours to any other company’s culture. 

It wouldn’t be fair to copy someone else’s culture and think it would work the same for your organization. There are certain culture types that you can look for and decide where your culture lies:

  • Innovative – organizations with an innovative culture are always up to try out new things, whether it is new technology adaptation or changing ways of working things for the betterment of its employees and itself.
  • Aggressive – organizations with an aggressive culture tend to be always on for a race with the competitors. This competitive culture is the core goal of these organizations and is based on the ideology to be always on top of the race. 
  • Result-oriented – organizations that are result oriented focus more on every step they take and the numbers and statistics. Result oriented companies work to focus on the sales and treat employees and managers equally accountable for the success and value their contribution the most.
  • Stable culture – most organizations follow a stable culture rather than changing it every now and then. They believe this stability brings them a sense of predictability and assurance of how things will turn out if they do things in a certain way. The results of such organizations can be calculated prior through statistical calculations.
  • Employee-oriented – organizations that have employee-oriented work culture focus more on treating their employees with dignity and respect. Managers of such organizations take extra steps to make their employees feel important and valued.

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Culture assessment questions

Let us take a look at some culture assessment questions you can ask your employees through culture assessment surveys.

  • Do you feel comfortable working in the work culture that we have in our organization?
  • What is your opinion on the current management of the company?
  • Do you think the culture is adaptable enough to the new changes of any sort?
  • Do you think the management is in perfect sync when it comes to work being done and company vision?
  • How much coordination are the teams, individuals, and management able to achieve with respect to the organization goals?
  • Do you think employees are respected and valued enough in the current culture?
  • Was there at any point of your job process that you felt overpowered by superiors?
  • Do you feel your opinions and views are being heard in the organization? 
  • Are the company policies and goals in sync with your career path?
  • Are your problems and issues heard by the company management?

Culture assessment surveys are basically the best way to bring out what your employees think of the organization’s goals and vision. It gives the employees a chance to judge the working of an organization and measure the progress of what can be better and changed for good. 

Improving organization culture and making it better is the job of the company managers. It takes a good leadership quality to identify the kind of culture the company follows and make the teams work on the right paths toward that goal.

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