31 Culture Index Survey Questions: The Complete Guide to Design

Values & Core-Beliefs Alignment Survey

Why and When to Use This Survey Type

Every organization has a set of core values written somewhere, but do people actually live them day-to-day? Deploy a values alignment survey when leaders sense “mission drift,” after a rebrand, or during massive scaling. Gaps between “what we say” and “what we do” can quietly erode trust and performance, so it’s important to surface them fast.

The main benefit here? You unearth blind spots: maybe the leadership team assumes everyone is on board, while reality has employees rolling their eyes. Use this survey to shape company-wide initiatives—like new onboarding programs or culture workshops—that patch the disconnects between words and actions.

Great for:

• Rapidly growing companies trying to unify teams
• Companies refreshing their mission or visual identity
• Organizations noticing a disconnect between execs and front-line staff

Better alignment leads to energized, motivated teams who pull in the same direction—which, in business terms, means better results.

Sample Questions

1. I see a clear connection between our stated core values and daily decisions.

2. Our company’s mission motivates me to do my best work.

3. Leaders consistently model the behaviours they expect from employees.

4. I feel empowered to call out actions that contradict our values.

5. How well do you understand the company’s purpose in one sentence?

6. I regularly discuss core values with my manager and peers.

7. The company’s core values influence hiring and reward decisions.

A Gallup study found that organizations with high employee engagement experience 21% greater profitability, highlighting the importance of aligning corporate values with employee sentiments. (psicosmart.pro)

Leadership & Management Culture Survey

Why and When to Use This Survey Type

Leadership shapes—not just with strategies—but with shadow. Whenever there’s a change in the C-suite, middle managers, or even team leads, it’s prime time to measure the temperature with a leadership culture survey. These surveys are also a must after a re-org or if performance reviews flag low trust or unclear direction.

You want to spot whether leaders clarify goals, share information openly, and turn mistakes into opportunities—not scapegoating exercises. Solid leadership survey data will help guide coaching, training, and accountability at the right levels.

Consider this survey when:

• New leadership is shaking things up
• Structural shifts make employees nervous
• Annual 360-feedback points to management weakness

When people see their leaders as trustworthy, transparent, and invested in growth, engagement and loyalty skyrocket.

Sample Questions

1. My manager communicates a compelling vision of the future.

2. Leadership is transparent about company performance.

3. I receive actionable feedback that helps me grow.

4. Decisions that affect my work are explained clearly.

5. Leadership handles mistakes as learning opportunities rather than assigning blame.

6. My manager encourages me to share new ideas and challenge the status quo.

7. I feel comfortable raising concerns with leadership.

Communication & Collaboration Survey

Why and When to Use This Survey Type

If communication is the lifeblood of an organization, then a block in that flow spells trouble. This survey is indispensable when changing how teams work together—like adopting remote models, launching new tools, or navigating silos. It pinpoints where info gets stuck, where teamwork fizzles, and which collaboration practices actually help versus hinder.

These insights are most valuable:

• During a shift to hybrid or remote work
• When introducing new project management or chat platforms
• When inter-team misunderstandings slow things down

Smooth, open communication and real collaboration mean deadlines drop, innovation rises, and employee happiness wins the day.

Sample Questions

1. Information needed to do my job is easy to find.

2. Teams freely share knowledge and resources.

3. I feel comfortable voicing dissenting opinions in meetings.

4. Our collaboration tools (e.g., Slack, Teams) improve productivity.

5. Processes for resolving inter-team conflicts are clear and fair.

6. My team has effective ways to coordinate our work.

7. I regularly receive important updates in a timely, understandable way.

A 2024 report found that 55% of workers spend 30 minutes to two hours daily seeking clarification on job-related details, indicating significant productivity loss due to inefficient communication. (axioshq.com)

Diversity, Equity & Inclusion (DEI) Culture Survey

Why and When to Use This Survey Type

Diversity, equity, and inclusion aren’t just buzzwords—they’re business imperatives. Conduct a DEI survey annually, after training, or if metrics show a stubborn lack of diversity gains. It’s designed to surface issues around belonging, fair treatment, psychological safety, and equal growth opportunities.

Use this survey to:

• Track progress after launching a DEI strategy
• Uncover hidden barriers to advancement
• Provide a voice to underrepresented groups

A robust DEI culture survey is your early-warning system for biases or cliques undermining culture from the inside. Armed with this feedback, organizations can fix, tweak, and celebrate what’s working.

Sample Questions

1. I feel a sense of belonging at this company.

2. People of all backgrounds have equal access to growth opportunities.

3. Leaders openly discuss diversity and inclusion topics.

4. I can be my authentic self at work without negative consequences.

5. Our hiring process is fair and unbiased.

6. I feel safe sharing cultural or identity-related concerns.

7. The company acts quickly to address discrimination or exclusion.

Recognition & Engagement Survey

Why and When to Use This Survey Type

It’s no secret—people stay where they feel valued. Use a recognition and engagement survey anytime morale slips, turnover ticks upward, or you introduce a shiny new rewards program. You’ll find out if thank-yous fall flat, peer praise is promoted, and rewards actually align with what matters to your people.

Deploy this survey:

• If you’re trialing new bonus or incentive schemes
• When engagement scores are dipping below target
• If there’s a sense that accomplishments go unnoticed

These insights are the building blocks for recognition programs that motivate, retain, and help people bring their best.

Sample Questions

1. My contributions are acknowledged in a timely manner.

2. Recognition here feels genuine, not forced.

3. Rewards align with what I value.

4. Peer-to-peer recognition is encouraged.

5. I am excited about coming to work most days.

6. Recognition methods reflect my preferred style (public, private, etc.).

7. I feel motivated to go above and beyond.

Change Readiness & Adaptability Survey

Why and When to Use This Survey Type

Change is constant—and it can rattle even the most resilient teams. Roll out a change readiness survey before any big transformation: think new tech systems, org charts, or pivots in strategy. Use the results to identify the real obstacles and move forward together, not apart.

Turn to this survey during:

• Major restructures or layoffs
• Implementing new enterprise tools
• Shifting business models in response to market trends

Great change management starts with understanding where people need clarity, assurance, and support. With the right survey, you can light the way forward.

Sample Questions

1. I understand why this change is necessary.

2. I trust leadership to manage the transition effectively.

3. I have the resources to adapt to new ways of working.

4. Past changes have been managed well.

5. How confident are you that the organization can remain competitive through change?

6. I know where to go for help or answers during a transition.

7. Team communication gets better during change rather than worse.

Best Practices: Dos and Don'ts of Crafting Culture Index Survey Questions

Nailing the Art and Science of Survey Design

There’s a knack to writing questions that actually give you answers you can use. Align each question with a clear, measurable goal—think fewer riddles, more “aha!” moments. Don’t crowd a single item with multiple ideas; otherwise, employees will be left scratching their heads or, worse, misinterpreting what you want to know.

Here’s your playbook for success:

• Use straightforward, bias-free language that invites honest responses
• Avoid suggesting a “right” answer or telegraphing what you want to hear
• Vary formats: Likert-scale for nuance, multiple choice for speed, open-text (sparingly) for insights

Keep time on your side. If a survey takes over 10-12 minutes, expect coffee breaks (or survey fatigue) mid-way. Don’t overwhelm people with endless open-text boxes—too much typing leads to too little data.

To get it just right:

• Mix question types to maintain interest and depth
• Always close the loop with transparent, actionable plans based on the answers
• Never treat data collection as a one-and-done event; feedback is the start of a conversation, not the end

When you design with empathy and clarity, your survey becomes both a mirror and a map—reflecting where you are, and where you need to go.

Conclusion & Next Steps

Picking the right Culture Index survey type unlocks real, actionable insights that can shape your company's future. The real magic happens when you act on feedback, measure progress regularly, and build trust through transparency. Test-drive your survey with a small team and tweak as needed. Share outcomes openly and use them as the foundation for real change. When culture comes first, results always follow.