Beyond their primary purpose of collecting data, employee surveys are a powerful mechanism for shaping your company’s culture.
The issue is, many HR teams struggle to show this value to leaders, because it isn’t always tangible or measurable – which often leads to little, or no investment in employee voice and culture.
Here we’ll discuss the deeper impact of culture surveys and share 20 example questions that will benefit both your employees and your organisation.
Here’s our humble opinion…
The quickest way to building a brilliant company culture is by regularly sending out culture surveys and acting on the feedback you hear.
It doesn’t need to be more difficult than that.
Although implementing change can be a long journey, the first step is simply asking, and that doesn’t need to be complicated – in fact, here at Stribe we make surveys very simple.
We have a free survey template with 20 of the best company culture questions to ask your employees which will help you get started – follow the button below to download for free.
Culture is not an initiative. Culture is the enabler of all initiatives. 
Culture surveys are an effective way to ensure everyone feels valued and heard. They provide essential insights that help you identify what’s going well and where improvements can be made.
Surveys help you gather tons of valuable data about your employees’ experiences, opinions, and feelings.
This data acts as your company’s pulse, giving you a clear picture of how everyone’s doing and what needs attention.
Plus, having concrete numbers makes it easier to pinpoint what to work on and track progress over time.
Asking your employees for feedback shows that you care about what they think, which does wonders for company communication. When people know their voices are heard, they’re more likely to speak up and engage.
Surveys can help you spot patterns and trends that might not be obvious at first glance. Maybe a bunch of people are feeling burnt out, or there’s a recurring issue with a certain process.
By catching these trends early, you can address them before they turn into bigger problems, helping to keep your culture positive and proactive.
Keeping tabs on how satisfied and engaged your employees are, is key to maintaining a happy workplace.
Surveys give you direct insights into these areas, helping you understand what makes your team tick and where you might need to make some changes.
While culture surveys are amazing for collecting data and measuring engagement, they offer so much more than just numbers.
These surveys can have much a deeper, positive impact. Let’s explore some of the less ways how employee surveys shape culture.
Surveys give everyone a seat at the table – no matter who you are.
This is brilliant for understanding how different groups within your organisation feel about diversity and inclusion, and the diverse challenges they will face based on their lived experiences.
You’ll be able to pick up where biases might exist and addressing these insights to create a more inclusive and welcoming workplace for everyone.
Sometimes, the best things about your company culture might not be widely recognised.
Surveys can uncover under the radar wins, like a team member who’s been quietly going above and beyond, or a manager who has implemented a process that’s made life easier for everyone.
When you start showing appreciation for the little things and small victories, you’ll see a positive change in your team.
When employees feel heard, they’re more likely to become advocates for your company.
And when they know their feedback leads to real change, they’re even more likely to speak positively about the workplace to others, both internally and externally. This can help build a strong, positive reputation for your company.
For the first time in history, five generations make up the workplace.
Surveys can help you understand the different perspectives and needs of various generations working in your company – which will help you tailor your policies and programs to better support everyone, from the newest hires to the most experienced team members.
One of the biggest challenges workplaces can face is when there are gaps in belief (or experiences) between employees and employers.
Disconnects can occur in any workplace area – pay and benefits, role expectations, mental health, management of change or challenges etc.
Surveys are brilliant for helping to bridge these gaps quickly by shedding light on differing perceptions and workplace experiences.
To help you get started, here is a list of example culture survey questions to include in your next company culture survey.
These questions are designed to cover various aspects of the workplace experience – from wellbeing to leadership – to provide comprehensive insights.
Once you have collected responses, the next step is to analyse the data (Stribe does this for you) and take actionable steps.
Here are a few tips:
Look for patterns in the responses and key messages coming from employees.
It might be tempting to introduce new ideas, but focus on the areas that need immediate attention first.
Share the findings with your employees and outline the steps you plan to take.
Make the necessary changes based on the feedback and monitor their impact overtime. Let employees know you’re open to ongoing feedback.
Regularly conduct follow-up surveys to track progress and continuously improve your company culture.
People are at the heart of everything, no matter what business you’re in. Improving culture starts with listening – listening starts with surveys.
Learn how you can start truly investing in your people, press play on our interactive demo to see Stribe for yourself.
About the author
Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
