29 Employee Survey Questions About Culture to Boost Engagement

Core Values Alignment Survey

Why and When to Use

The Core Values Alignment Survey shines the spotlight on your company’s non-negotiables. Whether you’ve just finished a rebrand, announced fresh leadership, or want to test your values’ staying power, this survey is key. Don’t just write values on the wall—measure how they show up in the daily grind.

Use this survey if you recently:

• Rolled out new branding, mission, or values statements
• Welcomed a new CEO or exec team
• Noticed values “drift,” where actions differ from intentions

These questions help you see if values are becoming habits or if they’re gathering dust. Employees’ honest answers here are windows into what’s actually rewarded and challenged at work. Seeing alignment (or gaps) early keeps your culture strong.

Unpacking these responses can unearth subtle issues—perhaps some values are less visible, or only top-down. It ensures celebrations aren’t just posters, but real behaviors colleagues actually notice and appreciate.

A well-crafted company culture feedback survey is your best friend in holding everyone accountable, from the mailroom to the boardroom. And having values you live leads to loyalty, not just lip service.

5 Sample Questions

1. Our core values guide my daily decisions at work.

2. Leaders model the company’s stated values.

3. I can recite at least three of our core values without looking them up.

4. Colleagues celebrate behaviours that demonstrate our values.

5. I am confident raising concerns when actions conflict with our values.

A study found that employees are 115% more engaged when their organization has a well-defined set of company values. (leadershipiq.com)

Diversity, Equity & Inclusion (DEI) Culture Survey

Why and When to Use

A Diversity, Equity & Inclusion Culture Survey sets the tone for a workplace where everyone feels at home, not just “most” people. Launch this survey quarterly, or after rolling out new DEI programs, to track whether your efforts resonate or need a remix.

Deploy these questions if:

• You want to benchmark inclusion sentiment
• Barriers to advancement or participation keep surfacing
• Recent DEI communications or workshops have wrapped up

The value goes beyond numbers—it’s about revealing comfort in informal chatter, not just official meetings. A good employee culture survey uncovers whether your intentions match real-world experiences.

This feedback pinpoints where systemic barriers still lurk or where progress is visible. It empowers leadership to adjust strategy with evidence in hand, rather than guesswork.

Courageous companies use these surveys to show commitment to change, signaling that every voice—even the quiet or critical ones—truly matters. When a workplace culture questionnaire addresses equity, it elevates the entire team.

5 Sample Questions

1. I feel included in informal conversations and decision-making.

2. My manager values diverse perspectives.

3. Advancement opportunities are accessible to all employees.

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

5. I know how to report discrimination or harassment concerns.

Communication & Collaboration Survey

Why and When to Use

A Communication & Collaboration Survey is key during fast growth, constant zooming, or when silos slowly start to pop up. Use this culture audit to make sure teams aren’t just surviving—but truly synergizing.

Run this survey when:

• Digital collaboration tools or platforms recently changed
• Departments need to work cross-functionally (and it’s rocky)
• It’s been a while since you checked in on meeting overload or inbox chaos

Strong internal communication is the difference between information highway and messy gridlock. This survey uncovers if messages flow smoothly, or if folks feel like they’re stuck in a maze. Spotting patterns early lets you keep frustrations from boiling over.

Break big questions into digestible pieces, focusing on timely info, helpful digital tools, and feedback flows. Genuine collaboration means more than joint emails—it’s about clear roles, shared wins, and candid conversations.

With these sample culture survey questions, you can transform clunky collaboration into a light, efficient experience. Even remote teams will feel less like just “faces on Zoom” and more like a real crew.

5 Sample Questions

1. I receive the information I need to do my job in a timely manner.

2. Departments collaborate effectively to achieve shared goals.

3. Meetings in this organisation are productive and well-structured.

4. Feedback travels upward as easily as it travels downward.

5. Digital tools we use make collaboration easier, not harder.

Effective communication and collaboration are vital for a thriving organizational culture, ensuring that everyone is aligned and working towards common goals. (elevatus.io)

Leadership Trust & Transparency Survey

Why and When to Use

Nothing tests a culture’s backbone like a shake-up, and the Leadership Trust & Transparency Survey is your truth lens. Use this when your company is weathering storms—layoffs, leadership swaps, or intense change management.

Roll it out if:

• Key changes have created uncertainty and rumors are swirling
• You’re noticing a drift in confidence toward senior leaders
• There’s a need to show that leadership is still listening

Trust is the secret ingredient to smooth sailing. When employees believe in leaders, they’ll stay steady, even during big waves. Sample culture survey questions here help reveal whether leaders’ words and deeds match up.

These surveys not only build credibility but keep leaders honest. Are they practicing open-book management? Do employees feel their input matters in the decision-making process? The answers are telling.

With this feedback in hand, executives can fix blind spots, connect more authentically, and squash unfounded rumors. Transparency shouldn’t be a special event—it needs to be the daily norm.

5 Sample Questions

1. Senior leaders communicate a clear vision of the future.

2. I trust leadership to make decisions that benefit employees and customers.

3. Leadership actions are consistent with their words.

4. I feel comfortable asking leadership challenging questions.

5. Management is transparent about company performance and challenges.

Psychological Safety Survey

Why and When to Use

Innovation withers if people are afraid of oops moments, which is why semi-annual Psychological Safety Surveys matter so much. Use these when you want to know if employees feel protected while they experiment, question, and—yes, sometimes—mess up.

Time to send it if:

• New workflows require uncharted experimentation
• Leadership wants a read on blame culture vs. growth mindset
• It’s been a while since those awkward conversations about failure

A company that embraces risk is a company that wins in the long term. These survey questions open the floor to honest admissions and brave ideas without backlash. They build the foundation for everyday innovation.

By asking about respect, listening, and risk-taking, you ensure your organisation values learning more than perfection. The next big breakthrough may hinge on whether someone felt safe enough to share that out-there idea!

A well-designed workplace culture questionnaire that covers psychological safety is like an anti-fear shield, letting everyone relax and play their part in your success story.

5 Sample Questions

1. I can voice a contrary opinion without fear of negative consequences.

2. Mistakes are treated as learning opportunities rather than failures.

3. Team members genuinely listen to each other’s ideas.

4. I feel safe taking calculated risks in my work.

5. Conflict in this team is addressed respectfully and constructively.

Recognition & Appreciation Culture Survey

Why and When to Use

Everyone wants to feel noticed. The Recognition & Appreciation Culture Survey zeros in on how wins—big or small—are acknowledged and celebrated across the company. Fire this survey off during motivation slumps, or when revamping your recognition programs.

Perfect moments to use it:

• Employee of the Month posters have become wallpaper
• Peer-nominated awards received fewer submissions than last year
• You’re about to trial a fresh rewards system

Surveys like this one measure whether recognition comes from the heart, not just as a tick-box exercise. When appreciation is frequent, meaningful, and visible, teams thrive.

Explore both monetary and non-monetary recognition, ensuring that shout-outs count as much as shiny trophies. These company culture feedback questions spotlight systems and habits that shape everyday motivation.

As rewards get more inclusive, you’ll spark new energy (and lots of spontaneous high-fives, virtual or otherwise). Employees shouldn’t have to wonder if their hard work is seen.

5 Sample Questions

1. Good work is acknowledged frequently in this organisation.

2. Recognition I receive feels meaningful and personalized.

3. I understand how to nominate colleagues for awards.

4. Non-monetary recognition is valued as highly as financial rewards.

5. My contributions are noticed by people outside my immediate team.

Work–Life Balance & Well-Being Culture Survey

Why and When to Use

Let’s get real: if your best folks are secretly burning out, it’s game over. Launch a Work–Life Balance & Well-Being Culture Survey to check where stress and support intersect. This fits perfectly during policy overhauls or those infamous busy seasons.

Deploy when:

• Teams battle overtime or weekend work regularly
• You’ve recently rolled out flexible work policies and need honest feedback
• Employees hesitate before using their paid leave

A culture that genuinely prioritises well-being is rare—and worth its weight in gold. This survey is about more than perks; it’s about permission. Do people unplug fully on holidays, or sneak glances at their inbox?

Ask about everyday workload, mental health resources, and flexibility to see what support looks like on the ground, not just in a glossy brochure. These employee culture survey questions make it clear you’re monitoring what matters.

Data here helps HR fine-tune well-being initiatives or training on burnout prevention. Most importantly, it can show where small tweaks return big results in happiness and health.

5 Sample Questions

1. I can disconnect from work during my personal time.

2. Workload is manageable within my regular working hours.

3. The company actively supports employee mental health.

4. Flexible scheduling options meet my needs.

5. I feel comfortable using my paid time off.

Best Practices & Dos and Don’ts for Culture Surveys

Crafting the ultimate survey isn’t luck—it’s following a proven recipe. There are some absolute must-dos that guarantee insightful results—and several don’ts you’ll want to dodge.

Here’s what to do:

• Keep surveys concise and focused, never overwhelming teams
• Use a mix of Likert scales and open-ended prompts for nuanced feedback
• Segment data by location, tenure, or department to spot unique patterns
• Act swiftly on feedback instead of letting it gather dust
• Close the loop by sharing top takeaways and actions with everyone

And what not to do, even if you’re tempted:

• Don’t overload employees with too many (or too frequent) surveys
• Don’t ask leading or suggestive questions—it’ll skew your insights
• Never ignore the importance of anonymity or confidentiality
• Avoid sharing raw comments that could identify respondents
• Don’t delay communicating results, or you’ll lose trust fast

A well-run employee culture survey builds credibility and opens a channel for honest dialogue. Use sample culture survey questions that are clear, relatable, and directly tied to company outcomes for best results.

If you’re ready to go deeper, grab our ready-to-use culture survey template or request a demo of our survey software. It’s time your team’s voice shapes the future.

Ready to take your company’s cultural temperature? Download our handy culture survey template or try a survey platform demo. Your best culture starts with a single, well-asked question—let’s get curious together!