Every organisation has a culture whether it’s intentional or not. Culture shapes how people behave, how decisions are made, and how employees feel about their work. The challenge? Many leaders assume their company’s culture is healthy simply because it looks good on paper.
But culture is more than words in a mission statement. It’s the lived experience of employees every day. And if there’s a gap between what leaders say and what employees experience, trust and engagement quickly erode.
In this article, we’ll explore how to assess your company’s culture, what to look for, and how to use a sample of organisational culture as a benchmark for improvement.
What is Organisational Culture?
Culture can feel intangible, but it leaves clear footprints. From the way meetings are run to how success is rewarded, culture is reflected in everyday practices. Assessing culture means taking a close look at these patterns, asking employees for their perspective, and measuring alignment with your stated values.
A sample of organisational culture might reveal:
- Collaboration: Teams that share ideas freely and celebrate collective wins
- Wellbeing: Leaders who prioritise balance and encourage recovery
- Accountability: Employees who take ownership of outcomes and learn from setbacks
By examining both the visible and hidden elements of culture, you can uncover strengths and identify areas for growth.
Why Assessing Culture Matters
The Human Case
Employees thrive in cultures where they feel safe, supported, and aligned with organisational values. When culture is strong, people experience greater wellbeing, resilience, and work and balance. When it’s weak, they feel disconnected, stressed, and more likely to burn out.
The Business Case
According to Deloitte, organisations with strong cultures see 30% higher levels of innovation and 40% higher retention. Conversely, poor culture is a leading driver of turnover. Assessing culture allows businesses to measure ROI on wellbeing programs, engagement initiatives, and leadership development.
The Cultural Case
Assessment highlights the gap between leadership perception and employee reality. This gap is common: many leaders believe wellbeing is prioritised, while employees report the opposite. Closing that gap is essential for building trust and authenticity.
Common Barriers to Assessing Culture
- Fear of transparency. Leaders may worry about uncovering uncomfortable truths.
- Stigma. Employees may hesitate to share honest feedback if they fear repercussions.
- Over-focus on metrics. Numbers matter, but culture also requires qualitative insights.
- One-off assessments. Checking culture once and filing the report away won’t create change.
The good news? These barriers can be overcome with thoughtful design and consistent follow-through.
How to Assess Your Company’s Culture
1. Clarify What You’re Measuring
Start by identifying the elements of culture you want to assess. Common domains include:
- Values and behaviours
- Leadership and communication
- Employee wellbeing and balance
- Collaboration and innovation
- Accountability and recognition
2. Use Multiple Methods
Don’t rely on a single source of information. Combine:
- Surveys. Gather quantitative data on employee perceptions.
- Focus groups. Explore themes in more depth.
- Observation. Look at everyday practices such as meeting behaviours or decision-making.
- Performance data. Analyse absenteeism, turnover, and engagement scores.
3. Gather Employee Voice
Culture lives in the experience of employees. Make feedback safe, anonymous, and frequent. Encourage honesty by sharing how feedback will be used.
4. Review Alignment With Values
Compare your stated values with daily practices. For example, if wellbeing is a value, do leaders leave on time, or do they consistently send emails at midnight.
5. Analyse Outcomes
Look for patterns across data. Are certain teams thriving while others struggle? Are wellbeing initiatives translating into improved engagement? Use both strengths and gaps to create a balanced picture.
6. Benchmark Against a Sample of Organisational Culture
Use external benchmarks, case studies, or industry frameworks as comparisons. A sample of organisational culture from high-performing companies can highlight what “good” looks like.
7. Share Findings Transparently
Communicate results openly with employees. This builds trust and shows you’re serious about action. Share both strengths and challenges, along with next steps.
8. Act on Insights
Assessment without action erodes trust. Use findings to design targeted initiatives, whether that’s leadership training, wellbeing programs, or policy adjustments.
Long-Term Habits and Accountability
Assessing culture is not a one-time task, it’s an ongoing process. Long-term success comes from:
- Continuous listening. Regularly seek feedback and check alignment.
- Celebrating progress. Highlight small wins to show momentum.
- Course correction. Use data to refine strategies over time.
When assessment becomes routine, culture strengthens naturally.
Key Takeaways
- Culture is more than values on paper, it’s the lived employee experience.
- Assessing culture reveals alignment (or misalignment) between words and actions.
- A sample of organisational culture provides benchmarks for what strong culture looks like.
- Practical steps include surveys, focus groups, observation, and reviewing outcomes.
If you’re ready to build a healthy workplace culture, we’d love to help. Get in touch with Better Being for tailored support.
