Organizational Culture Survey: Measure internal dynamics

Mapping Experienced Culture

Identify the dominant dynamics, balances, and tensions that truly shape your organization.

Measuring Cultural Alignment

Compare the leadership’s vision with the culture experienced by employees in each area.

Focus on the drivers of transformation

Identify the practices, interfaces, and management mechanisms that should be addressed as a priority.

Cohesion

Growing and succeeding together: the ability to make decisions close to the front lines, to cooperate, to resolve disagreements, and to develop skills.

Exploration

Learning, experimenting, and adapting: the ability to try new approaches, listen to customers, learn from experiences, and share ideas.

Reliability

Establishing guidelines and ensuring proper execution: the ability to act with integrity, coordinate activities, and apply clear and consistent decision-making rules.

Conquest

Sharing a common direction and driving toward results: the ability to make the strategy understandable, set coherent priorities, and provide a shared vision of the future.

For the past 10 years, we have been conducting our internal employee survey with People Vox every two years as part of our commitment to continuous improvement. Our employees can respond in complete confidence to share their thoughts on topics that are essential to us. People Vox has always met our expectations, provided guidance, and helped advance this initiative through their expertise […]

The added bonus: the People Vox solution allows us to benchmark ourselves against others.

Stéphanie Bailly, HR Director

01 | Defining the Scope of Your Study

Understanding your context, objectives, and target audiences in order to develop a research framework tailored to your specific challenges.

02 | Interviews with Executives

Gathering insights from executives on their vision of the current culture, the desired culture, and the behaviors necessary to support the strategy.

03 | Questionnaire Design

Designing a questionnaire based on the PMeople Vox Culture Map, questions specific to your organization, and "climate" modules useful for your assessment

04 | Communication with Teams

Preparing communication materials for employees, managers, and labor-management partners to foster buy-in and participation.

05 | Data Collection and Field Monitoring

Secure collection of questionnaires, tracking of participation, adjustment of follow-up reminders, and support through the completion of the study.

06 | Cultural and Organizational Analysis

Statistical analysis of data, examination of profiles, gaps between the current and desired cultures, convergence of perceptions, and differences between units.

07 | Findings & Recommendations

Production of clear and immediately actionable materials. Our mission: to transform raw data into shared insights and drivers for action.

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An enhanced audit featuring organizational climate modules

Organizational climates reveal how policies, rules, and priorities are actually experienced within teams. We work with you to select the modules that are most relevant to your strategy, your business, and the challenges you face.

Innovation Climate
Learning Climate
Service Climate
Safety Climate
Psychosocial Safety Climate
Ethical Environment
Organizational Justice Climate
Supportive environment
Cross-unit cooperation climate

FAQ

Frequently Asked Questions

What is an organizational culture survey? An organizational culture survey analyzes the values, norms, and operating principles that actually guide behaviors and decisions. It helps bring the actual culture to light and compare it to the desired culture.

What is the difference between organizational culture and organizational climate? Culture refers to an organization’s enduring identity, its values, and its implicit norms. Organizational climates describe how certain priorities—such as safety, innovation, or cooperation—are actually experienced within a team or unit.

How does this differ from a social barometer or an engagement survey? A social barometer primarily measures individual perceptions, attitudes, and experiences. A cultural survey analyzes the collective dynamics that shape behaviors, decision-making, and the way people work together.

Can a culture really be measured? Culture can be studied through observable behaviors, practices, and perceptions. The analysis focuses on cultural profiles, the convergence of responses, and differences among populations or units.

Is the questionnaire standardized or customized? The People Vox Culture Map serves as a common foundation that ensures the consistency of the assessment. It can be supplemented with specific questions, organizational climate modules, and indicators related to your strategy.

How do you measure the desired culture? We gather feedback from executives through interviews and a dedicated questionnaire. The target cultural profile is then compared with the culture experienced by employees.

How many questions are there in the survey? The format depends on the level of detail required. A short audit may include about 30 questions, while an assessment that combines organizational culture, workplace climate, and performance indicators typically includes between 45 and 65 questions.

Can we compare multiple sites or teams? Yes. The results can be analyzed by location, business line, department, management level, or work unit, provided that confidentiality thresholds are respected.

How is the anonymity of respondents protected? Responses are collected confidentially and reported only for groups with a sufficient number of respondents. Comments are also handled with special care.

What deliverables are provided at the conclusion of the investigation? The deliverables may include a current and target cultural map, heat maps by population, a gap analysis, the results of the supplementary modules, and a prioritized roadmap.

Good decisions start with asking the right questions.

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