One of the crucial aspects of building a successful organization is developing a positive company culture. Measuring company culture is an essential task for company executives and HR professionals who want to foster high-performance teams, boost employee engagement, and build an environment that employees thrive in. In this article, we will discuss methods for measuring company culture that are practical, comprehensive, and easy to implement.

Conducting Employee Surveys and Feedback Sessions

Employee surveys and feedback sessions are effective methods for gathering vital information about company culture. Employees can provide valuable insights on the factors that affect their work environment and performance, and their feedback can be used to improve company culture. To conduct effective surveys, it is advisable to first determine what data you want to collect and why. The survey questions should be straightforward and specific, and the feedback sessions can be conducted via online surveys, focus groups, or in-person interviews.

Gathering feedback from employees provides numerous benefits for organizations. It gives employees a voice and a sense of ownership in their organization, increasing engagement and, ultimately, productivity. It also helps identify issues that may be impacting employee morale, performance, and retention.

Effective questions to ask your employees could be:

  • Do you feel valued at work?
  • What do you think of our organization’s work/life balance?
  • How would you describe the working environment here?
  • Do you feel comfortable speaking up and sharing your ideas?

Observing Employee Behavior

Observational research is another practical method for measuring company culture. By observing employee behavior, you can gain insights into how employees approach their tasks, interact with each other and customers, and perform in the workplace. To conduct observational research, first create a structured process that outlines what behaviors to look for, who to observe, and how to record your findings. During observations, pay attention to how employees work together, the attitudes and values they exhibit, communication patterns, and the level of collaboration within teams.

Interpreting and analyzing the data derived from observational research can be challenging. One of the best approaches is to categorize observations under themes like teamwork, communication, attitude, etc. By grouping observations into categories, you can identify trends and patterns that provide insights into workplace culture.

Evaluating Celebrations and Company Events

Another way to evaluate company culture is by looking at the events and celebrations that occur throughout the year. These events, such as holiday parties, team building exercises, or volunteer events, provide a glimpse into the values and attitudes of an organization.

Metrics that can be used to evaluate celebrations and events as indicators of company culture include attendance level, feedback from employees, and the atmosphere and behaviors of employees at the events. By evaluating how your employees interact during these events, you can get an idea of how they work together and what they value.

Using Employee Metrics

Employee metrics, such as employee turnover rates, absenteeism, and promotions from within, can also provide insights into your organization’s culture. Concealing such metrics can lead to a distorted view of employee satisfaction, engagement, and retention, which would ultimately lead to a misrepresentation of your company culture.

To interpret these metrics, an analysis of how frequently employees leave, why employees are leaving, absentee rates, etc can be used as an integral part of organizational culture assessment. The advantage of using these metrics is that they offer quantitative data that can be tracked over time to identify any changes resulting from culture shifts or other initiatives.

Analyzing Company Mission, Vision, and Core Values

Your company’s mission, vision, and core values can provide a wealth of information on company culture. These statements express the overarching principles that guide your organization and can be used to assess the alignment of your employees’ behaviors and attitudes with your organizational values. The analysis of these elements provides insights into what your organization values, and the expected behaviors that align with its culture.

The analysis of these elements requires emphasizing keywords, ideas, and phrases that are repeated, identifying messages that are missing, ambiguous or challenging to comprehend, and looking for contradictions in the messaging with what you have experienced. These mismatchings could mean there’s a gap between the company’s stated values and the actual actions and behaviors of employees.

Soliciting External Feedback

External feedback from clients, suppliers, and other external stakeholders can provide useful insights into company culture. Trusted external stakeholders can help identify blind spots and provide an honest appraisal of an organization’s performance. However, objective feedback is only relevant when it is honest, grounded in facts at hand, and can be acted upon.

There are potential advantages and disadvantages to soliciting external feedback. Some external stakeholders may have limited exposure to your organization, so their contributions may be less relevant or inapplicable. On the other hand, some may have high expectations of what a positive culture means, making it challenging to attain their expectations. Therefore, it is essential to align external feedback with the company’s values, vision, and goals to gain maximum value from these inputs.


Measuring company culture requires a comprehensive approach that takes into account various factors that affect an organization’s culture dynamics. By using the methods discussed in this article, you can gauge employee perspectives, analyze employee behavior, and evaluate celebrations, metrics, and external feedback to gain a better understanding of company culture. Use these methods to improve your organization’s performance, foster employee engagement, retain top-performing employees, and create an environment that attracts talent and promotes success.

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By Happy Sharer

Hi, I'm Happy Sharer and I love sharing interesting and useful knowledge with others. I have a passion for learning and enjoy explaining complex concepts in a simple way.

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