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Organizational Culture Survey Template

This organizational culture survey template asks employees about the practices they see at work. Explore how values show up in decisions, whether people can raise ideas, and what happens when something goes wrong.

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This organizational culture survey template asks employees about the practices they see at work. Explore how values show up in decisions, whether people can raise ideas, and what happens when something goes wrong.

Values printed on a wall cannot show how decisions are made or how people respond to mistakes. This SurveyLegend questionnaire asks for recent experience and practical examples that can guide a focused culture discussion.

When to use this survey

Use it when leaders can review themes and explain what action will follow. Before sharing, use survey testing to check that employees understand the review period and what each question asks. Explain access to responses without promising anonymity that the collection setup cannot provide.

7 questions for your organizational culture survey

Think about your experience in this organization during the past three months. All questions are optional. Describe practices, not identifiable people, and avoid private or confidential details. This is general feedback; use the organization’s established reporting channels for issues that need individual action.

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A little feedback. A clearer picture.

Explore this 7-question example at your own pace. Every question is optional.

SurveyLegend demo Question 1 of 7

Organizational Culture Survey

01 How consistently have everyday decisions reflected the organization’s stated values?

Choose one answer, or skip this question.

02 How clear are the reasons given for decisions that affect your work?

Choose one answer, or skip this question.

03 How comfortable do you feel suggesting a different way of doing something?

Choose one answer, or skip this question.

04 When a work mistake is discussed, how often does the discussion focus on learning what to improve?

Choose one answer, or skip this question.

05 How easy is it to get cooperation from other parts of the organization when your work requires it?

Choose one answer, or skip this question.

06 Without identifying anyone, describe a practice that helps this organization work well.

Share your answer, or skip this question.

07 What everyday practice should the organization change, and why?

Share your answer, or skip this question.

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Customize your organizational culture survey

Keep the focus on practices that employees can observe. Provide the organization’s actual values separately if they need explanation, without telling people how to rate them. Avoid small-group breakdowns that could identify respondents. Plan who can access raw comments and explain that process before collecting answers.

Printable organizational culture survey

Keep the same review period and optional questions in print. Offer a private return method and do not ask managers to watch completion. Handwritten details can still identify someone, so do not describe the paper version as automatically anonymous.

First page of the printable Organizational Culture Survey Template with questions and answer spaces
Download Organizational Culture Survey Template (PDF)

Create your organizational culture survey with AI

Copy this prompt into an AI assistant to draft the questions. Review the draft, then build and customize the survey in SurveyLegend before sharing.

Copy the prompt into an AI assistant to draft the questions, then build your survey in SurveyLegend.

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How to use the answers

Review values, decision clarity, voice, learning and cooperation separately. Group open-ended data into practices to preserve and practices to change, removing identifying details from shared examples. Do not label an organization’s culture type or calculate a psychological-safety score from these items.

Dheer and colleagues’ 2026 study examined organizational culture and psychological-safety perceptions using “data from 2451 employees across 18 societies”. The organizational culture study highlights the relevance of trust and context when examining workplace experience. This questionnaire uses original practice-focused items; it does not reproduce the study’s measures, establish causation or diagnose a culture type.

Frequently asked questions

Is this an employee engagement survey?

It focuses on everyday norms and practices. Engagement surveys typically ask about employees’ connection to their work and organization.

Can the answers identify a culture type?

No. This short original questionnaire is not a validated culture-classification instrument.

Should raw comments be shared with everyone?

Decide and explain who can access them before collecting feedback. Share useful themes without exposing identifying details from individual comments.

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