Culture Assessment Quiz
How would you describe your organization’s culture?
The culture is very structured around power dynamics and ‘climbing the ladder’/earning your say.
The culture feels very fun but also somewhat homogenous.
The culture is very polite and nice.
The culture emphasizes authenticity and respect above all else.
What is the communication style within your organization?
Communication comes from the top down, almost exclusively.
Communication is encouraged, as long as it's ‘on brand’ with the headspace of the group.
Communication is limited to polite exchanges, and hard conversations are typically avoided.
Communication is open, with honest feedback highly encouraged and questions/concerns constantly being raised.
What motivates employees within your organization?
Recognition, particularly from senior leaders.
Fitting in with the group.
Having a say in the business.
How do coworkers tend to get along?
Coworker relationships are typically strictly work-related and there are very few non-work related exchanges.
Coworkers tend to get along well because most of them share similar interests, backgrounds, and outlooks.
Coworkers are always nice to each other, but there’s not much depth to the friendliness - in fact there may be some hidden resentment.
Coworkers aren’t always the best of lol friends, but they have a functioning relationship and respect each other‘s work, ideas, and dissimilarities.
What best describes the power dynamics within your organization?
There is a clear hierarchy and power structure in which the senior leadership team makes the decisions and input isn't a large part of the process.
The senior leadership team seeks input and maintains “we’re all in this together” but typically pursues decisions and plans that they’ve decided upon.
All levels of the company tend to coast along with few hiccups and few tough confrontations.
Collaboration and sharing of ideas and courses of action are pretty routine, although leaders have ultimate say on decisions when appropriate.
How do teams within your organization handle disagreements?
There is little to no discussion or disagreement.
There are rarely disagreements because team members tend to always be on the same page.
Discussion around disagreements feels like walking on eggshells because no one wants to come off as the bad guy.
Disagreements are raised openly and discussed candidly before reaching a decision.
How are mistakes addressed at your organization?
We ensure the culpable party(ies) are penalized and/or removed from the organization.
We tend to laugh about it and discuss it in public so that everyone knows what happened even if it embarrasses or makes people feel uncomfortable. It’s a good way to toughen people up!
Mistakes are not typically addressed because we don't want anyone to feel badly about themselves or their work.
Mistakes and failure are seen as an opportunity for learning and growth. Our mantra is if you don’t take risks, you can’t innovate.
What investments in team building/bonding does your organization prioritize?
Bringing the most senior leaders together to discuss the business. There is a limited budget for team development at other levels and team building across levels happens rarely.
Ensuring team bonding is a constant and an important part of our culture. It usually revolves around happy hours and horsing around.
Hosting regular team building activities but our level of teamwork and engagement doesn’t really improve.
Team bonding feels very genuine and even vulnerable.
Which of the following best describes your team’s priorities?
It’s important to keep your head down and get work done. We’ve got client/customer deliverables and need to keep them happy.
It’s important at our organization that people fit in and enjoy having a good time.
It’s important at our organization that everyone get along and not rock the boat.
It’s important at our organization that people are empowered, exercise creativity, and are accountable to each other.