Company culture can quietly shape performance, retention, trust and even the reputation of your workplace— yet it’s often overlooked until something goes wrong. If you’re facing high turnover, low engagement or wondering whether your organisation’s values are more than just posters on a wall, a culture survey might be the right place to start.
Culture surveys help you understand the behaviours, beliefs and attitudes influencing your workplace. They reveal whether what you think your culture is matches how employees actually experience it. The results offer a credible starting point for meaningful change.
Our HR consultants and survey experts have got together and compiled a list of the main benefits of culture surveys — let’s explore!
A culture survey gives you invaluable data you can act on. Here are 12 ways it can support your organisation.
1. Misalignment between stated values and employee behaviour
You might have a set of organisational values printed in handbooks and displayed in meeting rooms. But if those values aren’t reflected in day-to-day behaviour, a culture survey can help identify where the disconnect lies. It gives employees a space to speak honestly about what they experience, rather than what leaders assume is happening.
2. High employee turnover
High attrition rates can indicate a deeper issue in your organisational culture. If you’re struggling to retain talent, a culture survey can surface the cultural factors contributing to that churn — such as lack of trust, perceived unfairn treatment or exclusion.
Building a workplace where all employees feel they belong takes more than policies. A culture survey can highlight whether employees from different backgrounds feel equally respected, included and valued — a key step towards creating a truly inclusive workplace.
4. Low levels of trust in leadership
Trust is difficult to measure without a structured approach. Culture surveys provide insight into whether employees feel they are being treated fairly, whether communication is honest and whether leadership is seen as accountable.
5. Mergers, acquisitions or restructuring
Culture clashes are a common risk during organisational change. A culture survey before and after change can highlight differences in values and expectations across merged entities or teams. This helps leaders manage integration more smoothly and build a new shared culture that works for everyone.
6. Difficulty attracting the right talent
If your recruitment process brings in people who leave quickly or don’t ‘fit’ with the organisation, it could be a sign your external brand doesn’t match your internal culture. A culture survey can help you identify the true employee experience so you can communicate it honestly in recruitment and onboarding materials.
7. Declining employee engagement
Falling engagement scores may be the symptom, not the root cause. A culture survey helps dig deeper into what’s driving disengagement — whether it’s how decisions are made, how people are treated or how work is recognised.
8. Reputational risks or internal scandals
If your organisation has faced ethical issues, whistleblower cases or other reputational risks, it’s important to examine how culture may have contributed. A culture survey helps uncover whether employees feel safe speaking up, whether there’s clarity around ethical standards and whether pressure to perform is overriding values.
9. Remote or hybrid working challenges
As hybrid work becomes the norm, organisations face new questions about culture. Are remote employees as connected as office-based colleagues? Are your values applied consistently regardless of location? A culture survey can highlight any divides and help you create a cohesive experience across working patterns.
10. New leadership or strategic direction
When leadership changes or your organisation sets a new course, culture often needs to evolve too. A culture survey gives you a benchmark for where you are now, helping you understand whether employees are aligned and what barriers might stand in the way of change.
11. Employee wellbeing concerns
Poor organisational culture can lead to burnout, presenteeism and stress. A culture survey can uncover whether wellbeing is supported or undermined by the way people work and interact in your organisation.
12. Preparing for ESG and sustainability goals
If your organisation is investing in environmental, social and governance (ESG) priorities, it’s important to understand whether your culture supports those goals. A culture survey can show whether employees believe in your purpose, whether ethical practices are embedded, and whether sustainability is more than a box-ticking exercise.
Culture isn’t static. It’s shaped every day by the actions, behaviours and experiences of your people. Listening through a culture survey is one of the most effective ways to understand what’s really going on and where improvements can be made.
It’s also an act of trust. When the employee feedback loop is closed, employees see that their voice matters and is acted upon, it sets the tone for a healthier and more accountable workplace. If you’re serious about people strategy and want to build a culture that works, now is the time to start listening.
Ready to understand your culture more deeply? Talk to us today about running a cultural assessment tailored to your organisation. Whether you’re facing challenges or planning for growth, a culture survey can offer the clarity and direction you need to move forward.
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