What is a Culture Survey and Why Does My Organisation Need One?

The culture of an organisation directly affects its performance and the bottom line. Improved performance is a direct result of increased employee engagement. Data from Queens University Centre for Business Venturing shows that an organisation with an engaged culture reaps many benefits, including:


  • 20% less absenteeism
  • 26% less employee turnover
  • 15% greater employee productivity
  • 30% greater customer satisfaction levels
  • 100% more unsolicited employment applications


Therefore, if your organisation is looking to increase its performance, it needs to improve on its employee engagement. Culture surveys provide you with tangible objectives for change. By repeating your survey regularly, it is possible to measure progress and identify key areas which require additional focus, in turn, increasing both performance and profits.

A culture survey will enable you to focus on the most critical aspects of your companies’ culture which will drive results and enable you to make the behavioural changes which can have the most significant impact.



The creation and deployment of an employee engagement survey is a reasonably simple process.  More complex are the ways in which the survey is positioned with employees:

  • a statement of purpose
  • policy and procedure
  • respecting individual anonymity
  • how the results and outcomes will be communicated
  • commitment to action on the part of the organisation

In our experience the success of an intervention pivots on the extent to which the above matters have been anticipated, planned for and employee expectations set by the organisation.




We work with organisations to ensure that an appropriate policy and procedure is in place to facilitate the successful execution of your survey.  This initial stage would involve reviewing the way that the initiative was described. This would include:

  • why the survey was being conducted
  • what was being requested of each individual
  • how the opinions of each individual would be collected
  • how it would be processed and by whom
  • how the results of the survey would be used by the organisation
  • how the results and consequent actions/initiatives would be communicated to employees


The above points represent critical steps in ensuring that the survey has a net positive outcome for the organisation. The risk of not giving due consideration to these points is a profound and negative impact on attitudes and morale.

Questions used in the survey are tailored to the organisation, this is not a one size fits all approach, because of course no two organisations are the same and nor are their objectives, goals and priorities.

We would work with you to disseminate the survey and gather the results. We would analyse the results and report to key stakeholders on:

  • The whole organisation
  • Department by department
  • Job level

We present the report of the results in an readily understandable format, identifying implications and with suggestions on future actions.