40 Examples of Company Culture Survey Questions for 2025

Workplace culture surveys are used to evaluate an organization’s environment by gathering structured feedback from employees on key topics like company values, leadership, communication, and teamwork​.

The primary purpose of these surveys is to uncover how well the actual employee experience aligns with the company’s intended culture and identify strengths and areas for improvement​.

When done correctly, culture surveys yield many benefits. They can reveal important insights about employee perceptions that management might otherwise miss, helping leaders address problems before they impact morale or retention​. In fact, acting on survey feedback has been linked to higher employee retention, lower absenteeism, better productivity, and improved morale​.

To help you design an effective survey, this guide offers a collection of culture survey questions along with real-world examples to ensure meaningful employee feedback.

Example Culture Survey Questions

A comprehensive workplace culture survey will touch on multiple facets of the employee experience. Below are key areas typically assessed, along with example questions (both multiple-choice/Likert and open-ended) that organizations can use in each category:

Leadership and Management

Effective leadership is critical to a healthy culture. Survey questions in this area gauge employees’ trust in leaders, the quality of communication from management, and whether managers support their teams. For example:

• Communication and Vision: “How effectively does the leadership team communicate the organization’s vision, goals, and expectations?”​ (Likert scale 1 = Not effectively, 5 = Very effectively).

• Responsiveness to Input: “Do you feel that leaders listen to and consider your ideas and concerns?”​ (e.g. Yes/No or Agree/Disagree scale).

• Trust in Leadership: “I have trust and confidence in senior management’s decisions and direction for the company.” (Rating scale from Strongly Disagree to Strongly Agree)​
  
  
• Manager Support: “Do your managers provide the support and resources you need to do your job well?” (Multiple-choice from “Consistently” to “Rarely”).

• Open-ended Leadership Feedback: “What is one thing our leaders or managers could do differently to better support you and your team?” (Invite a brief written answer for candid feedback on management style).

Employee Engagement and Motivation

This category examines overall job satisfaction, motivation levels, and whether employees feel recognized and connected to their work. Sample questions include:

• “On a scale of 1–10, how satisfied are you with your job overall?”​
  (1 = Extremely dissatisfied, 10 = Extremely satisfied).

• “How likely are you to recommend this company as a great place to work to friends or family?”​ (This is a form of employee Net Promoter Score).

• “Do you feel that your hard work and contributions are recognized by the organization?”​
  (Multiple-choice, e.g. “Always, Sometimes, Rarely, Never”).

• “I am proud to work for this organization.” (Agree/Disagree scale measures morale and connection to company values).

• Open-ended Motivation: “What motivates you to do your best work here? What, if anything, makes it harder for you to stay engaged?” (Employees can mention factors like recognition, career growth, team climate, etc., providing qualitative context to engagement scores).

Work-Life Balance and Well-Being

Work-life balance and employee well-being are crucial to sustainable performance. Questions in this area evaluate whether employees feel the organization supports their health and personal life needs:

• “Do you feel the company supports a healthy work-life balance for employees?”​
  (e.g. Yes/No or rating scale).

• “How often are you expected to work overtime or on weekends?” (Multiple-choice: “Never, Occasionally, Frequently, Always”).

• “Does your immediate supervisor respect your personal time (e.g. not contacting you after hours unless urgent)?” (Agree/Disagree).

• “Are there sufficient resources and programs in place to support your well-being (such as wellness programs, mental health resources, flexible schedules)?” (Yes/No or rating).

• Open-ended Balance: “If applicable, what could we change to help you better balance your work and personal responsibilities?” (Employees might suggest specific policy changes, workload adjustments, or benefits that would improve their well-being).

Team Collaboration and Communication

This area focuses on the day-to-day team dynamics: how well colleagues work together and communicate. Effective collaboration is a hallmark of a positive culture. Example questions:

• “How would you rate the teamwork and collaboration within your immediate team?”​ (Scale from “Very poor” to “Excellent”).

• “Team members openly communicate and share information with each other.” (Agree/Disagree scale).

• “Do you feel comfortable providing feedback or ideas to your team members and supervisor?” (Yes/No).

• “When conflicts arise on your team, are they resolved constructively?” (Multiple-choice: e.g. “Almost always, Sometimes, Seldom, Never”).

• Open-ended Team Climate: “What is one thing that could improve collaboration or communication within your team or department?” (Allows employees to pinpoint obstacles to teamwork or suggest improvements in communication).

Workplace Values and Ethics

Assessing alignment with company values and the ethical climate is another important aspect of culture. These questions examine whether the organization walks its talk on values like integrity, fairness, and transparency:

• “Do you feel the organization’s core values are reflected in its policies and everyday practices?” (Agree/Disagree).

• “Does management demonstrate the company’s values in their decisions and actions?”​
  (Likert scale).

• “The company operates in an honest and ethical manner.” (Agree/Disagree gauges perception of overall integrity).

• “If I observed misconduct or unethical behavior, I would feel comfortable reporting it through the proper channels.”​ (Agree/Disagree measures trust in the company’s ethics and reporting process).

• Open-ended Values: “Are there any behaviors or practices you see at work that you feel contradict our stated values? Please explain.” (This lets employees anonymously highlight any gaps between proclaimed values and actual behavior, providing valuable feedback for leadership to address).

Diversity and Inclusion

An inclusive culture ensures that all employees feel respected, valued, and able to be themselves at work. Survey questions in this area reveal whether the workplace treats people fairly, welcomes diverse perspectives, and fosters a sense of belonging. In fact, diverse and inclusive workplaces tend to see greater innovation and significantly higher employee retention. For example:

• Fair Treatment for All: “Employees of all backgrounds are treated fairly and given equal opportunities at this company.” (Agree/Disagree scale; reveals if there are perceptions of bias or discrimination in daily practices.)
  
  
• Sense of Belonging: “I feel a strong sense of belonging and acceptance within my team and the organization.” (Likert scale; gauges whether employees feel included and valued as members of the company.)
  
  
• Openness to Differences: “Team members are respectful of different perspectives and backgrounds.” (Agreement scale measuring if diverse viewpoints are welcomed, indicating an inclusive, open-minded culture.)
  
  
• Safe to Speak Up: “If I observed or experienced bias or unfair treatment at work, I would feel comfortable reporting it.” (Yes/No or Agree/Disagree; assesses trust in the company’s processes to address issues and psychological safety for employees to voice concerns.)
  
  
• Open-ended Inclusion Feedback: “What is one thing we could do to make our workplace more inclusive for everyone?” (Provides employees an opportunity to suggest improvements, highlighting any gaps in inclusion or areas where people may feel excluded.)
  

Trust and Transparency

Trust and open communication are the foundation of a strong workplace culture. Questions in this category assess whether employees trust leadership and colleagues, feel safe speaking up, and believe the company communicates honestly. High-trust cultures have been linked to better business outcomes – companies with trusting, transparent environments often enjoy stronger performance and lower turnover. For instance:

• Leadership Communication: “Important decisions and changes are communicated openly and honestly by our leadership.” (Likert scale from Strongly Disagree to Strongly Agree; indicates how transparent management is with employees about what’s happening in the organization.)
  
  
• Being Informed: “I feel well-informed about the company’s goals, plans, and any significant updates.” (Yes/No or rating scale; gauges the effectiveness of internal communication and whether information flows freely throughout the organization.)
  
  
• Comfort Voicing Opinions: “I feel comfortable voicing my opinions or concerns at work without fear of negative consequences.” (Agreement scale; measures psychological safety and whether employees trust that they can speak up about problems or ideas.)
  
  
• Trust Among Team Members: “There is a high level of trust and accountability among members of my team.” (Likert scale; reveals the quality of peer relationships and whether colleagues rely on and respect one another to do the right thing.)
  
  
• Open-ended Trust Improvement: “What could leadership do to increase trust and transparency within the organization?” (Invites candid feedback on ways to build a more open, trustworthy environment – for example, suggestions for better communication, consistency in actions, or inclusive decision-making.)
  

Innovation and Adaptability

A culture that supports innovation empowers employees to try new ideas and adapt to change. Survey questions in this area gauge whether people feel encouraged to be creative, how the organization handles change, and if continuous improvement is part of daily work. This matters because companies with strong innovation cultures are far more likely to be industry leaders (one study found they are 60% more likely to be innovation leaders). Sample questions:

• Encouragement to Innovate: “I am encouraged to come up with new and better ways of doing things in my job.” (Agree/Disagree; indicates if management fosters employee creativity and values suggestions for improvement.)
  
  
• Receptiveness to Ideas: “When employees offer feedback or new ideas, management genuinely listens and considers them.” (Likert scale; measures whether leadership is open to bottom-up innovation and responsive to employee input.)
  
  
• Adaptability to Change: “When organizational changes occur (such as new processes or structures), our team adapts quickly and positively.” (Rating scale; reveals how agile and change-ready the culture is, which is key for innovation and continuous improvement.)
  
  
• Risk-Taking Safety: “People here are not punished for taking thoughtful risks that don’t pan out – experimentation is supported.” (Agree/Disagree scale; assesses if employees feel safe trying new approaches, an essential aspect of an innovative culture where learning from failure is valued.)
  
  
• Open-ended Innovation: “What is one change or new idea you would like to see implemented to improve how we work?” (Allows employees to propose innovations or highlight obstacles to innovation, offering insight into how the company can better support creativity and adaptability.)
  

Career Growth and Development

Cultivating a culture that prioritizes employee growth and learning can boost engagement and loyalty. These questions uncover whether employees see a future for themselves in the organization and feel supported in their development. In fact, an overwhelming majority of employees (around 94%) say they would stay longer at a company that invests in their career growth. By including this category, you can identify if your culture empowers people to develop their skills and advance. For example:

• Growth Opportunities: “I have opportunities to learn new skills and develop professionally within this organization.” (Likert scale; indicates if the company provides training, mentoring, or stretch assignments that foster employee growth.)
  
  
• Career Path Clarity: “I can see a clear path for advancement or career progression for myself here.” (Agreement scale; reveals whether the organization communicates and facilitates opportunities for promotion or role growth, impacting long-term retention and motivation.)
  
  
• Development Support: “My manager (or the company) supports my professional development — for example, through coaching, feedback, or training resources.” (Yes/No or Always/Sometimes/Never; shows if leaders actively help employees improve and grow, reflecting a culture of continuous development.)
  
  
• Recognition and Feedback: “I receive regular feedback and recognition for my work that helps me improve.” (Likert scale; assesses whether the culture values giving constructive feedback and celebrating good work, which drives improvement and engagement.)
  
  
• Open-ended Growth Feedback: “What is one thing we could do to better support your career growth and development at our company?” (Gives employees a voice to suggest improvements in training, mentorship, or opportunities, highlighting areas where the culture could better facilitate their growth.)

Real-World Case Studies of Culture Surveys

To illustrate how workplace culture surveys drive change, here are case studies of well-known companies that have actively measured and improved their cultures using employee surveys or similar feedback tools. Each example highlights the company’s approach, key findings, actions taken, and the impact on the organization.

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Google (Annual “Googlegeist” Survey)

Google conducts an extensive annual culture survey called Googlegeist. This company-wide survey (about 30 minutes long) is sent to every employee and achieves a very high response rate (often 88% or higher)​.

The Googlegeist covers a wide range of issues that employees care about, from satisfaction with management and compensation to perceptions of company ethics and vision​.

Google’s People Analytics team analyzes Googlegeist data to pinpoint strengths and weaknesses in the culture.

For example, one survey revealed mismatches in role fit. Many low performers weren’t lacking ability, but were simply in the wrong roles or poorly managed.

Another helped leadership realize that the top 5% of performers needed special attention to keep them from leaving, while the bottom 5% might improve with the right support​. 

Google’s relentless approach to self-surveying is often credited with helping them sustain strong culture over time. And by addressing issues uncovered in surveys–like pay equity, management quality, and job fit–Google has generally maintained very high employee engagement and boasts lower turnover in critical talent groups​.

Amazon (Daily “Connections” Feedback Program)

Amazon takes a unique approach by implementing Amazon Connections, an internal program that asks employees daily survey questions about their workplace experience​.

Instead of an annual survey, Amazon’s system poses a few quick questions each day via an continuous feedback tool, covering everything from job satisfaction and workload to manager support. The responses are collected and analyzed by a dedicated Connections analytics team, which compiles daily reports for management​.

The continuous stream of data from Connections allows Amazon to spot trends or problem areas quickly. For example, if a particular warehouse or team shows a dip in satisfaction or an uptick in negative sentiment on a certain question, it flags a potential issue much faster than an annual survey might.

On a broader level, the program helped Amazon realize that some employees felt unable to voice concerns. Notably, because Connections is not anonymous (employees log in with their ID), Amazon could follow up individually on concerning responses. This has been a double-edged sword, yielding actionable information but also raising some fears among employees about confidentiality. The mixed employee reactions were themselves a finding: some appreciated that the company was listening daily, while others felt the constant questions were “nagging” or weren’t truly confidential​.

The Connections program has given Amazon a massive amount of data to understand its sprawling workforce. It helped leadership detect pain points and address them (or at least monitor them) in near real-time. Amazon credits this feedback-driven approach with helping improve areas like safety and training in warehouses, and with gradually shifting perceptions of Amazon’s culture to be more open.

Over time, Amazon’s leadership has reported better engagement metrics and a closer alignment with founder Jeff Bezos’s vision of a workplace that is both high-performing and responsive to employee needs​.

Airbnb (Belonging and Engagement Surveys)

Airbnb experienced a noticeable dip in employee engagement a few years into its rapid growth. In response, Airbnb’s leadership took decisive action by implementing a more frequent and structured feedback mechanism. They began holding quarterly “feedback forums” where employees could candidly share their thoughts on the culture, management, and workplace practices​.

These forums were supplemented by targeted culture surveys that focused on Airbnb’s core value of “Belonging.” In fact, Airbnb’s People Analytics team developed a Belonging Index (a metric derived from survey questions) to quantify how included and connected employees felt. By using a three-part index and even organizational network analysis, they aimed to understand how relationships and recognition at work impacted an employee’s sense of belonging​.

The quarterly surveys and forums had an immediate effect. Airbnb achieved about 75% employee participation in these feedback rounds​, yielding rich information. Airbnb also saw its employee engagement score surge by 18%​.

Meanwhile, the Belonging Index metric improved, indicating that more employees felt accepted and comfortable being themselves at work. And, employees reported that the culture felt reinvigorated–more like the collaborative, mission-driven atmosphere that Airbnb had in its early startup days. 

Deloitte (Continuous Feedback and Pulse Surveys)

Similar to Amazon, Deloitte recognized that traditional annual employee surveys were not capturing the fast-changing “pulse” of their workforce. In a push to continuously improve their organizational culture, Deloitte moved to a continuous feedback model. This included replacing infrequent large surveys with regular pulse surveys and encouraging ongoing feedback conversations between managers and employees​

Deloitte’s approach was holistic: they embedded feedback into everyday work by using quick digital survey tools and integrating feedback prompts into their performance management process. Leaders at Deloitte wanted to create a culture of constant dialogue, rather than a once-a-year check-in.

By increasing the cadence of surveys and feedback, Deloitte was able to spot issues and wins in real time. For example, they found that engagement could dip on certain long client projects, alerting leadership to intervene with support or rotation of staff.

They also gathered data showing that employees highly valued frequent coaching–something that didn’t emerge from the old annual survey but became clear when feedback was gathered continuously.

Deloitte reported significant improvements in both engagement and satisfaction as a result of this proactive approach. In fact, after adopting regular pulse surveys and check-ins, Deloitte saw a 27% increase in employee satisfaction scores within a year​.

How to Implement Workplace Culture Surveys with PerformYard

PerformYard is a performance management platform that can be leveraged for workplace culture surveys to gather employee feedback and assess organizational sentiment. The platform offers customizable surveys that allow HR teams to measure employee engagement, workplace satisfaction, and overall company culture. With the ability to design surveys tailored to company values and objectives, organizations can collect actionable insights that help drive improvements in workplace culture.

A key feature of PerformYard that supports workplace culture surveys is its reporting and analytics capabilities. Once survey responses are collected, HR teams can analyze trends, identify areas for improvement, and track progress over time.

Additionally, PerformYard’s integration with performance reviews and employee feedback mechanisms ensures that workplace culture assessments are aligned with broader employee engagement initiatives. This comprehensive approach enables organizations to foster a positive and productive work environment based on real employee input.

Sign up for a demo to see how PerformYard’s customizable surveys and powerful analytics can help you enhance your workplace culture and drive employee engagement.