20 Best Employee Survey Questions About Culture for HRs to ask in 2024

Proactivity and consistency with respect to establishing a connection between the employer and employees are different than infrequent conversations. When the organizational representatives take a moment to schedule a time to connect consistently, it not only establishes a sense of trust but psychologically connotates a value that speaks volumes and makes them feel seen and heard. 

An essential part of employee surveys is creating an organization that analyzes critical engagement elements that align with their performance development and human capital. Therefore, one must conduct a work culture survey to determine if a bridge exists between the existing culture and the culture they want to develop.

A company may adjust its strategy to attempt to close the gap between the two by studying employee input and views about the current culture and components of the culture they find appealing. Research conducted by Harvard Business Review has showcased that the response rate may leap from 33% to 66% of the workforce. 

Make sure to include these employee survey questions on culture in your questionnaire if your company is doing a study on workplace culture.

20 Effective employee survey questions about culture for 2024

Here are 20 must-ask employee survey questions about company culture:

1. How would you describe our company culture?

This workplace culture survey question reveals whether or not your corporate culture is in line with the views and input of your workforce on culture in general. You might need to make active efforts to make people feel comfortable if more than 50% of the company feels that your culture is unwelcoming and is impeding their professional development. You may either do this by amending a few cultural norms or by fully understanding the nature of their discomfort.

2. Do you feel valued and respected in the workplace?

Asking this question helps HRs to improve company culture by providing valuable insight into employees' perceptions of the workplace. If employees do not feel valued and respected, it could indicate a lack of recognition, communication, or fairness in the workplace, which can negatively impact employee morale, motivation, and productivity.

By gathering this information, HRs can take steps to address the issue and improve the company culture. For example, HRs can implement programs and initiatives to increase employee recognition and engagement, provide better training and support to managers on effective communication, and ensure that policies and procedures are in place to promote fairness and equity in the workplace. Improving these factors can lead to a more positive and inclusive workplace culture, which can have a positive impact on employee satisfaction, retention, and overall performance.

3. Do you believe that our company's values align with your personal values?

When employees feel that their personal values align with the company's values, they are more likely to be engaged in their work. They feel connected to the company and are more motivated to contribute to its success.

Also, this question provides more valuable insights into the level of engagement, retention, cultural fit, and reputation of the company, making it an important question to include in an employee survey.

4. Do you feel there is open communication between management and employees?

Asking this question can help HRs understand the perceptions of employees regarding communication with management. If employees feel that there is a lack of open communication, HR can take steps to address this issue and improve the company culture. Improved communication can lead to increased trust, understanding, and collaboration between management and employees, ultimately contributing to a more positive and productive workplace environment.

5. Do you feel that you have the necessary resources to perform your job effectively?

Asking employees whether they feel they have the necessary resources to perform their job effectively can provide valuable insights into employee productivity, satisfaction, retention, and cost savings for the company, making it an important question to include in an employee survey about company culture.

6. Do you feel that opportunities for professional development are available within the company?

Asking this question can help HRs gauge the employees' perceptions of the availability and accessibility of professional development opportunities within the company. If employees feel that such opportunities are lacking, HR can work to provide more training and development programs to support employee growth and satisfaction. This can lead to increased employee engagement, motivation, and retention, and can help to create a positive and supportive company culture. Offering opportunities for professional development can also help attract and retain top talent, demonstrate the company's investment in its employees, and improve overall job performance.

7. Do you feel that you have a good work-life balance?

Maintaining a good work-life balance is essential for employee well-being. When employees feel they have a good balance between their work and personal life, they are more likely to be physically and mentally healthy, which can lead to better job performance and job satisfaction.

8. Do you feel that diversity and inclusion are valued and promoted within the company?

This question helps HRs to improve company culture in the following ways:

• Gathering Feedback: It provides HRs with an opportunity to gather feedback and perceptions from employees on the current state of diversity and inclusion within the company.
• Identifying areas for improvement: Based on the feedback received, HRs can identify areas where the company needs to improve in terms of promoting diversity and inclusion.
• Driving change: By having this information, HRs can work with leadership to drive change and create a more inclusive and diverse workplace culture.
• Measuring progress: HRs can use the feedback from employees to track the progress of their efforts to promote diversity and inclusion and adjust their strategies accordingly.

In short, asking this question helps HRs to understand the current state of diversity and inclusion within the company, identify areas for improvement, drive change, and measure progress.

9. Do you feel that your opinions and suggestions are heard and considered?

Asking employees whether they feel that their opinions and suggestions are heard and considered can provide valuable insights into employee engagement, innovation, company culture, and problem-solving efforts, making it an important question to include in an employee survey about company culture.

10. Do you believe that there is a fair and transparent system for promotions and rewards?

Asking this question can help HRs gain valuable insights into employees' perceptions of the promotion and rewards system, which can help HRs identify areas for improvement and promote fairness and transparency in the workplace. This can help to build trust and increase morale among employees, ultimately contributing to a positive company culture.

11. Do you feel that the company takes employee well-being and job satisfaction into consideration?

A company that takes employee well-being and job satisfaction into consideration is more likely to have a positive culture. Employees feel that they are part of an organization that values their input and cares about their overall happiness.

When employees feel that their well-being and job satisfaction are important to the company, they are more likely to perform well. They are less likely to experience burnout or become disengaged from their work, which can improve overall job performance.

12. Do you feel that the company effectively addresses and resolves conflicts in the workplace?

Asking this question can provide HRs with a better understanding of employees' experiences and perspectives on conflict resolution within the company. Based on the feedback received, HRs can then take steps to address any concerns and make improvements to the conflict resolution process. This can lead to a more harmonious workplace, where employees feel confident that conflicts will be fairly and effectively dealt with, which in turn can contribute to a positive company.

13. Do you feel that there is a supportive and collaborative team environment in your department?

The two qualities that have the biggest influence on an organization's culture are teamwork and collaboration. Both of these qualities will be significantly present in a positive workplace culture. Find out what your staff has to say.

14. Do you feel that your work is meaningful and contributes to the success of the company?

Employees who feel that their work is meaningful are more likely to have job satisfaction. They feel that they are making a positive impact on the company and are more likely to enjoy their work.

Creating a culture where employees feel that their work is meaningful is essential for building a positive work environment. Employees feel that they are part of a team that values their contributions and are more likely to have a positive attitude towards the company.

15. Do you believe that the company is making a positive impact in the community and society?

Asking employees whether they believe that the company is making a positive impact in the community and society can provide valuable insights into employee morale, corporate social responsibility, recruitment, and stakeholder relations, making it an important question to include in an employee survey about company culture.

16. Do you feel that all of the employees work in a secure atmosphere at the company?

Organizations should place a priority on employee safety. Make the necessary preparations for the safety and protection of any female employees who stay late at work. Employees should always feel secure in the workplace.

17. Do you believe the company has a zero-tolerance policy against discrimination of any kind?

Employees should be made aware that there is a zero-tolerance policy against any form of discrimination, which is another crucial topic that should be included in a survey on workplace culture.

18. Do you and your boss or supervisor share decision-making?

It's critical that workers feel appreciated at work. When a good manager or supervisor empowers an employee to make decisions or delegates authority, it demonstrates the higher calibre of the leadership inside the firm.

19. Do you have a say in how the company updates its policies?

Employees like to be understood. Particularly when adopting changes to rules that directly affect their employees, organisations need to take action to ensure that their staff members feel appreciated and included.

20. How would you characterise the leadership displayed in this company?

The leadership of a company is revered by its employees. Employees admire and wish to emulate a leader who demonstrates honesty, discipline, hard work, intelligence, and similar qualities. In order to understand how employees view the leadership in the firm, it is crucial to ask this question.

Tips for better survey response

Here are some amazing tips for preparing an effective survey questionnair for better survey response.

1. Make early plans

It is crucial to realise that before sending out a culture survey, a company has to have a plan in order to increase response rates. Everyone concerned should help to generate interest in culture surveys, including the management, the partners, and the participants. Share a social media post or send an email to the staff informing them about the impending launch of a survey to gauge culture. Activities of this nature should preferably be carried out to ensure higher response rates.

2. Send precise, concise questionnaires

Survey weariness must be considered, and survey questions should be as detailed as feasible if an organization wants to increase response rates.

3. Retain your privacy

Employees can feel certain that their opinions won't harm their reputation among coworkers or bosses or their ability to do their jobs. The anonymous input provided by employees will help the firm improve its culture.

4. Gentle Reminders

The response rates can be significantly improved by giving pleasant reminders at certain intervals.

5. Gain knowledge of obstacles

There may be several obstacles that prevent an employee from offering input for a culture survey. Recognize what factors—such as a lack of time, difficulty with the survey's wording, or a delay in the survey loading on their computer—are preventing them from responding to the survey.

Conclusion

Creating a positive company culture is essential to the success of any organization, as it directly impacts employee engagement, productivity, and retention. To build a great culture, it's crucial to measure employee satisfaction and engagement levels regularly.

Employee surveys are an excellent tool for doing just that. By asking the right questions, employers can gain valuable insights into their employees' experiences, preferences, and needs and use that information to make data-driven decisions to improve their workplace culture.

Remember, culture is not a one-size-fits-all solution, so make sure to tailor your survey questions to your unique organization to get the most valuable feedback from your employees.

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