Rate 20 statements about your organization. Get an instant culture health score with a category-by-category breakdown—and find out where you’re thriving vs. where cracks are forming.
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1. Trust & Psychological Safety
How safe do people feel being honest in your organization?
1. Founders and senior leaders regularly ask for honest feedback—and act on it without retaliation.
Strongly DisagreeStrongly Agree
2. Employees feel safe raising concerns, admitting mistakes, or challenging ideas without fear of punishment.
Strongly DisagreeStrongly Agree
3. People across the organization trust that decisions are made fairly and transparently.
Strongly DisagreeStrongly Agree
2. Leadership & Accountability
Are founders and managers walking the talk?
4. Founders model the values and behaviors they expect from their teams.
Strongly DisagreeStrongly Agree
5. Managers hold their teams accountable for results without micromanaging.
Strongly DisagreeStrongly Agree
6. There is a consistent standard for accountability—no one is “above the rules.”
Strongly DisagreeStrongly Agree
7. Founders and managers communicate clearly, frequently, and with context—not just directives.
Strongly DisagreeStrongly Agree
3. Performance, Risk & Pressure
How does your organization handle growth pressure and performance?
8. Performance expectations are realistic, clearly communicated, and achievable without chronic burnout.
Strongly DisagreeStrongly Agree
9. Failure is treated as a learning opportunity, not punished or swept under the rug.
Strongly DisagreeStrongly Agree
10. The organization adapts quickly to change without creating chaos or losing focus.
Strongly DisagreeStrongly Agree
4. Strategy, Goals & Alignment
Does everyone know where you’re headed and why?
11. The company’s mission, vision, and strategy are clearly communicated and understood across all levels.
Strongly DisagreeStrongly Agree
12. Teams and individuals understand how their work contributes to overall business goals.
Strongly DisagreeStrongly Agree
13. Goals are revisited regularly and adjusted when the business context changes.
Strongly DisagreeStrongly Agree
5. Structure, Autonomy & Enablement
Do your people have what they need to do great work?
14. Roles, responsibilities, and decision-making authority are clearly defined.
Strongly DisagreeStrongly Agree
15. Employees have the tools, resources, and autonomy they need to succeed.
Strongly DisagreeStrongly Agree
16. Processes exist to support the work—not slow it down or create unnecessary bureaucracy.
Strongly DisagreeStrongly Agree
6. Growth, Stability & Future Readiness
Is your culture built to scale—or about to crack?
17. The organization actively develops its people through coaching, mentoring, or training.
Strongly DisagreeStrongly Agree
18. There is a clear plan for retaining top talent and building a leadership pipeline.
Strongly DisagreeStrongly Agree
19. The company can scale its culture intentionally—not just hope it survives growth.
Strongly DisagreeStrongly Agree
20. You would confidently say your organization is a place where people want to stay and do their best work.
Strongly DisagreeStrongly Agree
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