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Survey Questions: Corporate Culture

• The Company new employee orientation includes information about our culture
• The orientation sessions include real-life examples and stories that illustrate how the company lives its mission and core values.
• New employees receive a "culture handbook" that outlines norms, collaboration practices, and communication expectations.
• We provide in-depth onboarding for several months to ensure that employees are acclimated to our organizational culture.
• The onboarding process includes discussions around ethical decision-making and how cultural values guide those decisions.
• I was made aware about the Company corporate culture during my new hire orientation
• The onboarding journey includes cross-functional introductions to expose new hires to diverse team perspectives and shared values.
• Uses a formal orientation and onboarding process to introduce new hires to the corporate culture.
• New employees feel welcomed and included by their team from the very first day.
• New hires are supported by onboarding mentors who actively guide them through cultural and operational norms.
• Our manager pairs new hires with culture ambassadors who model organizational values and behaviors.

• Employees in our department have shared values which guide our decision-making process.
• Our company has a basic sense of identity shared and understood by the employees.
• Our company has an important values and mission statement.
• I know our company's core values and mission statement.
• The culture helps align employees to the mission and values of the Company
• The manager conducts periodic check-ins to ensure employees feel connected to the organization's identity and purpose.
• Reward and incentivize employees who live and uphold corporate values.
• Employees receive recognition not just for results, but for how those results were achieved in alignment with shared norms and behaviors.
• I feel our department has shared beliefs and norms for interactions with others.
• The manager serves as a visible example by modeling decision-making that reflects both departmental and company-wide values.
• The manager consistently links team goals and project outcomes to the organization's mission and core values.
• Cultural alignment is a factor in performance evaluations, succession planning, and team development decisions.
• New initiatives are introduced with clear explanations of how they reflect or reinforce the company's cultural principles.
• The Company measures success of culture change initiatives through the Employee Opinion survey

• Our company has a family-like atmosphere where coworkers treat each other like family.
• Company events are designed to feel inclusive and welcoming--often described as "bringing people together like family."
• People at work have concern for each other.
• Employees genuinely celebrate each other's personal milestones such as birthdays, anniversaries, and family accomplishments.
• Our culture focuses on developing employees and strengthening relationships between teams and departments.
• Our organizational culture values employees.
• Leadership encourages a culture of emotional support, empathy, and care in daily interactions.
• The organization supports initiatives like parental leave, caregiving assistance, or family-inclusive benefits to reinforce its value on personal life
• Team members regularly check in on each other's well-being beyond work-related matters.
• Our culture promotes a balance between work and family life.
• Colleagues offer help freely when teammates face personal challenges or family emergencies.

• I believe that Company's open-door policy is effective.
• Leaders share personal stories to reinforce a sense of community and family.
• Our culture is one of informal dress and open-office spaces.
• Informal recognition is frequent, such as shout-outs in team chats or impromptu celebrations.
• Managers encourage spontaneous brainstorming sessions and informal check-ins to spark creativity.
• Employees feel comfortable expressing ideas casually without fear of judgment or hierarchy.
• Our department hosts social events a few times each year to help build a corporate culture.
• Workspaces are flexible where employees personalize their areas, and remote/hybrid setups are common.
• Team members use first names across all levels, including executive leadership.
• Colleagues feel empowered to challenge ideas constructively, regardless of title or tenure.
• Meetings are conversational and collaborative, often held in open spaces or over virtual chats.
• Leaders are approachable and often interact with staff over coffee, lunches, or team huddles.

• Managers regularly recognize individual and team contributions, creating a sense of value and belonging.
• The Company respects my dignity and recognizes my contributions
• Leadership decisions reflect concern for employee well-being, not just operational efficiency.
• Coworkers refrain from interrupting or talking over one another in meetings and discussions.
• My manager actively listens during one-on-one conversations and encourages candid input.
• Recognition is based not only on results but on how respectfully and ethically those results are achieved.
• Others treat me with respect at work
• Employees feel safe to voice concerns without fear of retaliation or dismissal.
• My ideas and suggestions are given serious consideration.
• Leaders provide feedback in a thoughtful, empathetic manner that prioritizes growth and development.

• My immediate supervisor is fair and consistent when addressing employee concerns and grievances.
• Employees feel that workloads are distributed equitably, and adjustments are made when imbalances occur.
• Supervisors address conflict fairly and impartially, treating everyone involved with dignity.
• Policies and procedures are fair.
• Managers apply policies and guidelines consistently across all employees and departments.
• The selection process for promotions is handled fairly.
• Conflict resolution is guided by principles of equity, objectivity, and mutual respect regardless of status or position.
• Employees have equal access to professional development, mentorship, and growth opportunities.
• The company provides a safe, structured process for voicing concerns or ethical dilemmas without fear of retaliation.

• Cross-cultural mentorship is encouraged to foster learning and bridge perspectives across generations and backgrounds.
• Training sessions on being more inclusive are mandatory and reinforced through daily practices.
• Diverse viewpoints are welcomed and debated respectfully during policy discussions.
• Employees from different backgrounds are invited to lead initiatives that showcase cultural insights and strengths.
• Diversity metrics and goals are shared transparently, with leadership being held accountable for meeting them.
• The manager ensures diverse perspectives are represented in project planning, strategy development, and decision-making forums.
• The Company values diversity and individual differences
• Hiring and promotion decisions include diverse perspectives and are based on merit, not personal affiliations.
• Our organizational culture is effective in managing diversity
• Team members value diverse viewpoints and engage in constructive dialogue, even during disagreements.
• The Company fosters an environment where diverse individuals can work together effectively

• Employees at the Company regularly share and exchange ideas
• Employees feel empowered to consult colleagues outside their department for input, innovation, and feedback.
• Decision-making processes are transparent and include input from team members across roles and backgrounds.
• Open and honest communication is an important part of the culture at the Company
• The Company supports honest two-way communication between Managers and Employees
• Resources such as tip sheets, internal forums, and open Slack channels exist to offer guidance and troubleshoot issues together.
• Employees are free to express their concerns and complaints
• Employees proactively share information and ideas for improvement.
• Sustainability reports and impact statements are shared transparently to demonstrate accountability to the public.
• Managers schedule regular interdepartmental roundtables to foster dialogue and build inter-team trust.
• The manager gathers information from cross-functional project leads to ensure diverse representation of ideas in decision-making.
• Employees receive timely explanations when major organizational changes affect their roles or responsibilities.

• The culture helps employees work together
• Colleagues regularly offer support and expertise to help one another meet project goals.
• Teams celebrate collective achievements and milestones to reinforce a sense of shared success.
• Managers promote team-building activities that foster stronger relationships and communication.
• Trust is built through open communication and mutual respect in team settings.
• There is a high rate of engagement and interaction between employees.
• The organization recognizes and rewards teams for demonstrating effective collaboration.
• Leaders co-host team-building activities that bring together departments with complementary goals.
• The amount of cooperation between departments has increased in the last 2 years
• The organizational culture at the Company enhances teamwork

• In my company, it feels like everyone is highly motivated and competent.
• Employees work hard to accomplish goals and objectives.
• There is a culture of shared accountability for achieving high results.
• Management at the Company is competent and ethical.
• Employees feel energized and motivated to contribute beyond their core responsibilities.
• Our culture encourages high performance and process improvement.
• Employees have a high work ethic.
• Our department uses metrics to help maintain our company's position in the industry.
• Our corporate culture has an unforgiving aspect to it where employees are held to a high standard which must be met.

• Our department benchmarks performance against top industry competitors to identify improvement opportunities.
• Our culture focuses on maintaining competitiveness with our external competitors in the marketplace.
• Innovation efforts are prioritized based on emerging customer needs and external marketplace demands.
• Leaders reinforce a sense of urgency and accountability to deliver value that outpaces competitors.
• Employees are encouraged to stay informed about competitor activities and industry shifts that may impact our business strategy.
• We regularly analyze customer feedback and market trends to guide product development and service improvements.
• Our company is focused on succeeding in the marketplace.
• Teams set goals that are explicitly tied to market share growth, customer retention, or brand positioning.

• Encourages employees to cross-train and work on other teams to get a better sense of the corporate culture.
• Employees collaborate across roles and departments to solve problems and share best practices.
• Encourages employees to become involved in cross-functional teams.
• Project managers facilitate cross-functional workshops and seminars to promote continuous improvement and shared learning.
• Interdepartmental initiatives are seen as opportunities for collaboration rather than competition.
• Cross-functional training programs are built into onboarding and professional development plans.
• Employees are encouraged to shadow different departments to gain broader organizational insight.
• Managers encourage cross-functional brainstorming sessions to leverage diverse perspectives.

• Managers foster an organizational culture that promotes learning and creativity.
• Our department focuses on creativity, experimentation and innovation.

• Our organization values the individual worker
• Employees are viewed as a key resource of the Company
• Employees are valued as an asset to the Company

• Managers regularly check in to offer guidance, support, and resources tailored to employee needs.
• Team members celebrate each other's contributions and recognize helpfulness as a performance strength.
• Cross-training is viewed as an opportunity to support colleagues and increase collective competency.
• The company encourages peer coaching and knowledge sharing across levels and departments.
• Employees demonstrate genuine enthusiasm when working together, often going out of their way to support peers.
• Coworkers proactively offer assistance when they notice a teammate struggling, without being asked.
• Mentorship and teamwork are emphasized in our corporate culture.
• Employees are generally friendly and willing to help you if needed.
• In our corporate culture, underperforming employees are given encouragement, training and resources to improve their performance.
• Employees are praised not only for individual achievements but also for helping others succeed.

• Employees are encouraged and given time to participate in volunteer initiatives that benefit the surrounding community.
• The corporate culture emphasizes customer service
• Managers emphasize responsiveness to customer expectations as a core value.
• Sales reps are keenly aware of the department's sales goals for each quarter.

• The Company is a good community neighbor.
• The company engages in regular dialogue with civic leaders to understand local needs and contribute meaningfully.
• Our culture is focused on environmental sustainability and a service to others orientation.
• Business decisions take into account the potential social and ecological impact on nearby communities.
• Environmental goals (such as reducing emissions or waste) are publicly communicated and monitored.
• The Company is a good steward of the environment and protects natural resources
• Employees are recognized for their contributions to community engagement and responsible citizenship.
• Leadership promotes ethical sourcing and sustainability in supply chain practices.
• Our department measures its environmental impact on the community.
• The company sponsors community events, educational programs, or public health campaigns in its operating areas.
• The organization partners with local nonprofits and community groups to support regional development.

• The organizational culture enhances employee commitment
• Employees escalate decisions and approvals according to the formal reporting structure.
• Performance evaluations are consistent, well-documented, and tied to clearly communicated expectations.
• I have a sense of security in my job.
• In my department, employees feel secure in their positions.
• Interdepartmental requests must be routed through designated points of contact.
• Leadership emphasizes consistency, predictability, and accountability in decision-making to safeguard integrity and compliance.
• Compensation and rewards are based on performance and contributions instead of favoritism or tenure.
• Promotions are based on tenure, seniority, and formalized career ladders.
• Roles and responsibilities are clearly defined, and authority is exercised strictly within scope.
• Managers strictly enforce standardized workflows and escalate deviations from established protocols.
• Our culture is stable and focused on maintaining predictability and control.

• Managers reinforce rank-based protocols when assigning tasks or making strategic decisions.
• Leadership visibility is formal and structured, often occurring through scheduled meetings rather than casual interactions.
• There is a strict chain of command from the lowest employees to the CEO.
• Policy exceptions require multi-level approval and are rarely granted.
• Employees defer to supervisors and senior leaders for final decision-making.
• Disputes or conflicts are resolved by escalating through official authority levels rather than open discussion.
• Clear lines of authority help to ensure actions are made with the appropriate approvals.

• All departmental changes require documented approvals and follow formal change-control procedures.
• Audits and inspections are routine and viewed as essential components of operational excellence.
• Communication is often formal and documented to ensure transparency and compliance tracking.
• Creates a department or company handbook to help employees understand the procedures and policies.
• Performance evaluations include assessments of adherence to internal policies and regulatory standards.
• Employees receive regular training on company policies, legal compliance, and industry regulations.
• Policy manuals, regulatory guidelines, and ethical codes are readily accessible and frequently updated.
• Our department is highly regulated with policies and procedures to ensure fiscal discipline and regulatory compliance.

• Our department is able to go from idea to beta testing in a matter of weeks.
• Coworkers are willing to take risks to achieve important goals.
• We have an entrepreneurial mindset with a focus on developing new and innovative technologies.
• Our culture is highly flexible and able to adapt quickly to dynamic environments.

• CompanyName has an image of a high quality company.
• CompanyName is an ethical company.
• The Company is seen by external people as a challenging and satisfying place to work

• People enjoy working for the Company
• The Company culture promotes employees to stay within the organization.
• The Company strives hard to provide a good environment for clients and staff.
• Morale at CompanyName is high.
• Organizational wins are framed as cross-functional achievements, not isolated departmental efforts.
• The employees in my department have a strong sense of culture and camaraderie.
• Coworkers openly express pride in being part of the company and share positive experiences with others.
• The organization visibly invests in employee well-being, with programs that address mental, physical, and emotional health.
• Laughter, collaboration, and mutual encouragement are part of the day-to-day atmosphere.
• Teams celebrate small wins as enthusiastically as major achievements, reinforcing a culture of appreciation.

• Favoritism is not a problem in the department.
• Favoritism is not a problem in the organization.

• Individuals need to fit within the corporate culture if they wish to be promoted to higher positions.
• Corporate Culture is used as a guide to determine best fit for the employees in the department.
• Employees who do not fit within the corporate culture are encouraged to seek employment elsewhere.
• Turnover rates are low since employees are usually selected with "best fit" within the organization in mind.