Workplace Culture Assessment

Clients Served

Workplace Culture Assessments That Expose Hidden Risks and Unlock Better Performance

A workplace culture assessment is more than an employee survey. It takes a deeper look at what employees are experiencing, how culture is influencing performance, and where meaningful change is needed. By examining communication, engagement, trust, collaboration, job satisfaction, inclusion, and psychological safety, organizations gain clearer insight into what’s working, what’s getting in the way, and how employee feedback can become a practical roadmap for improving workplace health.

What Employee Feedback Can Reveal About Your Workplace

Employee feedback can uncover the patterns, frustrations, and hidden culture issues that may not surface in everyday conversations or leadership meetings.

Workplace conflict is affecting morale, collaboration, or productivity.

Inclusion, belonging, or psychological safety may need greater attention.

Inefficient processes slow down production, addressing client needs and earning revenue.

Time is wasted on managing complaints, addressing unresolved conflict, or trying to figure something out due to lack of training resources.

Employees feel disconnected from leadership, priorities, or workplace values.

Communication gaps are creating confusion, frustration, or duplicated work.

Trust is breaking down between teams, departments, or leaders.

A workplace culture assessment helps organizations move beyond assumptions. Instead of relying on isolated complaints, anecdotal feedback, or annual engagement scores alone, leaders gain a clearer picture of what employees need, what is getting in the way, and which actions will create the greatest impact.

What Culture Problems Are Really Costing Your Organization

Lost customers

25% of employees subjected to incivility take their frustrations out on customers, creating a $14,000 annual cost (HBR).

Lost productivity

Three-quarters of the most disengaged employees are looking for a job; this loss of productivity costs companies up to 18% of the employee’s salary each year (MIT Sloan).

Workers’ compensation claims

Around 40% of workers’ compensation claims are directly related to stress. This figure highlights the significant impact of stress on employees’ well-being and productivity (American Institute of Stress).

Culture problems are not HR issues. They affect retention, productivity, innovation, customer experience, leadership credibility, and reputation. When employees are distracted by conflict, mistrust, or toxic behavior, the business pays for it through lost focus, higher turnover, and lower performance.

Is Your Culture Draining Your Company’s Resources?

A struggling culture quietly consumes time, energy, and revenue. Leaders spend more time managing complaints, employees lose focus, and teams operate with less trust, clarity, and accountability.

Employee Retention

Employees are more likely to leave when concerns go unheard, unresolved, or dismissed by leadership.
Free Culture Tool

Leadership Trust

Trust declines when employees do not see meaningful action after raising concerns or sharing feedback.

Free Culture Tool

Team Collaboration

Communication gaps, silos, and unresolved conflict make it harder for teams to work effectively together.
Free Culture Tool

Business Performance

Culture issues can reduce productivity, increase absenteeism, slow execution, and weaken employee commitment.

Free Culture Tool

How We Gather Meaningful Workforce Insights

A workplace culture assessment collects employee feedback, identifies key themes, and translates the findings into practical recommendations leaders can act on.

Action Planning & Recommendations

Assessment findings are translated into practical priorities, recommended next steps, and measurable culture improvement opportunities.

Roadmap, Advisory and Pulse Survey

After finalizing a culture roadmap, we remain available to offer guidance and coaching while you work towards improvement. A pulse survey after 12-18 months is an important component of tracking success and making adjustments to the plan.

Workplace Culture Survey

A customized survey captures employee perceptions across communication, trust, engagement, collaboration, job satisfaction, inclusion, and psychological safety.

Conversations With Your Workforce

Group listening sessions and interviews capture the narratives and needs of employees, managers and leaders.

Employee Feedback Analysis

Survey responses and notes from conversations are analyzed to identify trends, strengths, concerns, and opportunities for improving the employee experience.

Leadership Insights

Leaders gain a clearer understanding of how culture is experienced across teams, levels, departments, and employee groups.

The result is a clear path from employee feedback to meaningful workplace change

The OIL Model

A Proven Framework for Understanding Organizational Culture

The Civility Partners OIL Model gives your organization a clear, measurable action plan for culture change by examining three areas that drive culture: Organizational, Individual, and Leadership team.

Organizational Behavior

Culture is shaped by the systems, policies, processes, communication, technology and workplace norms your organization already has in place. Examining these reveals how your structures either support or undermine the culture you want, what to change, and how to change them.

Individual Behavior

Every employee, manager and leader brings behaviors that either strengthen or strain the workplace. Identifying what needs to stop, start, or shift, upskilling at every level, and holding people accountable with updated systems facilitates a healthier, more productive culture.

Leadership Team Behavior

Culture change succeeds or stalls based on what leaders do every day. When leadership teams align their expectations, accountability, communication, and decision-making with the culture they want to build, and reinforce it through tools like coaching, training, transparency, and recognition, the business impacts are real.

These insights are translated into a customized Culture Change Roadmap, giving leaders a practical plan with prioritized recommendations, timelines, accountability measures, and clear next steps for improving culture and performance.

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Real Results From Employee Surveys and Culture Diagnostics

Workplace culture assessments help organizations turn employee feedback into practical priorities, stronger alignment, and measurable change.

Gaining Clarity on the Subtle Signs of a Breaking Culture

Challenge

A newly hired Executive Director noticed subtle signs of a negative culture – employees avoided him, everyone kept their heads down, and the tension was noticeable.

Solution

To gain clarity on the tension he could feel but not pinpoint, we conducted a survey that revealed, for example, only 66% of the workforce felt acknowledged for a job well done, 62% hadn’t received feedback about their work, 58% thought the culture was improving, and 62% thought managers were fair.

Outcome

With clarity on problems, an action plan was implemented. After 18 months of work with us, survey scores showed an average 38% improvement across the entire survey, with a 96% NPS to boot.

Read Full Case Study

Assessing and Improving a Culture of Bullying

Challenge

Several women made a very public statement that they’d been bullied, discriminated against and harassed, and the organization hadn’t responded to their complaints. One particular department followed suit, pointing out their mistreatment due to their skin color.

Solution

A survey and interviews revealed hurt and anger in the lack of transparency, unfair treatment of peers, low trust in leadership, and that the female and Black workforce was bullied on a regular basis. An action team was formed to address the issues, training was delivered, and the executive team received ongoing coaching.

Outcome

After 18 months of partnership, a second survey revealed bullying was reduced from 5 to 1.5 on a 5-pt scale (from daily to rarely), trust in leadership increased from 2.3 to 3, engagement increased from 3 to 4, and job satisfaction increased from 2.5 to 3.8.

Read Full Case Study

Workplace Culture Assessment vs Employee Survey: What's the Difference?

Workplace Culture Assessment	Employee Survey
Identifies culture patterns, root causes of problems, and organizational risk	Collects employee opinions, ratings, and comments about culture
Connects feedback to leadership, systems, and expectations	Summarizes how employees responded to survey questions
Reveals whether issues are isolated or systemic	Identifies symptoms and reactions
Translates findings into practical recommendations, priorities, and next steps	Provides survey results for leaders to review
Creates a comprehensive roadmap for improving workplace health	Captures a point-in-time snapshot of employee perceptions

A survey can show what employees are feeling. A workplace culture assessment goes further by helping leaders understand why those patterns exist and what should happen next. For organizations serious about improving culture, the value comes from analysis, interpretation, and action planning, not data collection alone

Download this guide for more information

Our Culture Change Consulting Process

A structured, collaborative process that meets your organization exactly where it is — and takes it somewhere better.

Contact

1 Listen and Assess
2 Identify Root Causes
3 Build a Custom Culture Roadmap
4 Implement With Our Support
5 Measure and Sustain

Step 1

Listen and Assess

We start by listening — understanding your organization's current culture, challenges, and goals through interviews, surveys, and observation.

Industries We Help

Civility Partners works with organizations across industries where workplace culture, leadership behavior, communication, trust, and employee experience directly affect performance, retention, safety, service quality, and reputation. Whether employees work in offices, classrooms, hospitals, field environments, production settings, or frontline service roles, healthier workplace behavior creates stronger teams and better organizational outcomes.

Associations

Improving internal communication, board-staff alignment, departmental silos, and team accountability; supporting leadership transitions, conflict resolution, culture assessments, and staff training for member-driven organizations.

Aviation and Aerospace

Addressing widespread bullying and hazing through training and accountability; building trust across safety-focused, technical, operational, and leadership teams; addressing conflict, abrasive leadership, and culture concerns.

Construction

Strengthening trust, psychological safety and communication between field teams, office staff, and leadership; addressing abrasive behavior, accountability gaps, conflict, and culture issues in high-pressure work environments.

Financial Services

Helping compliance-focused and performance-driven teams improve trust, communication, and manager accountability; delivering culture assessments, workshops, coaching, and strategies to reduce workplace risk and increase revenue.

Government & Military

Improving collaboration, trust, and accountability across departments, teams, leadership levels, and civilian/military environments; addressing bullying through ombuds training programs; delivering culture assessments, conflict resolution, training, and workplace behavior change.

Healthcare

Coaching doctors to change abrasive behavior; increasing psychological safety between nurses, doctors and staff to efficiency with better communication and accountability; delivering surveys and assisting with culture restoration plans.

Higher Education

Improving relationships between faculty and staff, boards, and departments and science labs through conflict resolution and training; coaching with valuable but abrasive faculty; campus-wide student or faculty/staff workshops.

Legal Services

Addressing high-pressure workplace dynamics, abrasive behavior, and burnout; coaching high-performing partners in better leadership to reduce liability; delivering MCLE training; supporting better communication, accountability, team trust, and retention in law firms and legal teams.

Marketing, Media, and Entertainment

Improving collaboration, feedback, and communication in fast-moving creative environments; addressing unclear expectations, personality conflict, burnout, and leadership behavior.

Manufacturing

Strengthening communication between shifts, supervisors, operations, and office teams; improving respect, accountability, safety-related trust, and consistency across frontline environments through manager training; aligning two cultures during M&A; addressing wide-spread cultures of bullying and hazing.

Nonprofits

Supporting mission-driven teams facing burnout, limited resources, leadership strain, or conflict; improving communication, trust, accountability, and team resilience; breaking down walls between departments.

Professional Services

Helping client-facing teams improve customer service, communication, collaboration, and accountability; addressing conflict, leadership behavior, engagement, and culture issues that affect performance and retention.

Public Safety

Strengthening trust, communication, accountability, and team effectiveness in high-stakes public safety environments where collaboration, operational excellence and sound decision-making are critical.

Service and Hospitality

Helping fast-moving service teams improve communication, manager consistency, and employee retention; delivering harassment prevention training; addressing burnout, incivility, conflict, and culture issues that affect guest experience.

Technology

Supporting fast-growing teams with wide age groups through strategic culture builds, leadership alignment, manager development, communication improvement, and culture assessment; creating formal leadership tracks for high-performing team members; addressing conflict, engagement, and psychological safety challenges.

Utilities

Strengthening psychological safety, safety culture, leadership consistency, and trust across field crews, operations teams, and customer-facing employees; addressing culture risks before they escalate.

Turn Assessment Insights Into Meaningful Change

Culture Change Consulting

Align people, systems, and leadership behaviors with measurable culture and business outcomes.

Culture Change Support

Workplace Assessment

Uncover culture issues, behavioral patterns, and employee experience gaps through workforce surveys, culture reviews and listening sessions.

Assess Your Workplace

Employee Engagement Consulting

Improve morale, communication, manager effectiveness, retention, and productivity through targeted engagement strategies and action.

Improve Employee Engagement

Coaching for Abrasive Leaders

Help high-performing but disruptive leaders change damaging behaviors, rebuild trust, and reduce team risk.

Executive Coaching Support

Toxic Workplace Culture Consulting

Address harmful behaviors, fear, mistrust, or unresolved workplace toxicity with a focused plan to restore respect, accountability, and trust.

Address Workplace Toxicity

Conflict Resolution Consulting

Resolve workplace tension before it affects morale, productivity, communication, and team performance.

Resolve Workplace Conflict

Training and Facilitation

Equip employees, managers, and leaders with practical skills for respectful communication, accountability, behavior change, and proactive culture building activities

Culture Training Programs

About Us

Civility Partners helps organizations reduce the risks of broken workplace cultures by turning them around through research-backed consulting, coaching, training, assessments, and practical implementation support.

Research-Backed Expertise

Every solution is grounded in the sciences of organizational behavior, communication and leadership and hands-on client experience, not trends or guesswork.

Customized to Your Organization

Every engagement is tailored to your unique culture, industry, and challenges.

Measurable, Lasting Change

Clear business impacts and performance indicators are set upfront and progress is tracked so results are visible, real, and sustainable.

About Civility Partners

Trusted By

Awards

Awards and Recognition

Best Culture Change Consultancy Firm, Acquisition International Magazine

Best Organizational Consulting & Management Firm, Corporate Vision

Best Full-Service HR Consulting Firm, Global 100

Top 100 HR Influencers in Organizational Development, Engagedly

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Client Success Stories

Words From Those Who Lived It

~ Research Center

"I was very impressed with Civility Partners' ability and willingness to tailor the materials and use scenarios that sounded like our organization, so it was more impactful—it started with individuals but now we’ve required managers to take it—it felt like “you get us” "

~ Government Administration

"We are all in on Civility Partners… The material allowed our staff to be vulnerable, share what they were experiencing, and get real-world feedback right then and there. It’s been a wonderful experience."

~ Research Center

~ Integrated Architecture, Engineering, and Planning Firm

"Civility Partners provided leader-level coaching sessions that were engaging and tailored to our needs. They were knowledgeable, prepared and able to pivot seamlessly in the moment based on the group questions and discussion. After participation in the Evolution Lab, our leaders are more open to and feel better equipped to navigate difficult conversations."

Media Appearances

Frequently Asked Questions

What is a workplace culture assessment?

Coaching for abrasive leaders helps high-performing but disruptive managers, executives, or team leaders understand how their behavior affects others and make measurable changes. The process typically includes feedback, individual coaching, accountability, and follow-up to support healthier leadership behavior.

What are the signs a leader or manager needs coaching?

A leader may need coaching when employees avoid them, complaints increase, turnover rises, meetings feel tense, or team members stop speaking up. Other signs include harsh communication, defensiveness, blame, micromanagement, intimidation, or a pattern of results being achieved at the expense of trust.

What causes abrasive leadership behaviors?

Abrasive leadership behaviors can come from many sources, including pressure to perform, poor self-awareness, learned management habits, lack of feedback, fear of losing control, or an organizational culture that rewards results while overlooking harmful behavior. Coaching helps identify and address the specific patterns involved.

How long does leadership coaching typically take?

The timeline depends on the leader’s behavior patterns, willingness to change, organizational expectations, and level of accountability. Our coaching program generally lasts between 4 and 6 months, with approximately 12-14 coaching sessions total.

Can abrasive leaders really change?

When employers are willing to hold the leader accountable to change and participate in the coaching process in the ways we recommend, coaching is almost always a success.

Is coaching confidential?

Leadership coaching is typically confidential in terms of the coaching conversations, but it also includes clear goals and accountability. The organization may receive progress updates related to participation, behavior-change goals, and outcomes, while private coaching details remain protected.

Download Free Workplace Culture Diagnostic Bundle

Culture issues are easier to address when leaders know what to look for. The free Workplace Culture Diagnostic Bundle gives organizations tools to start identifying workplace risks, employee concerns, and culture gaps before they become bigger problems. Use it to begin a more informed conversation about workplace health.

Download culture diagnostic bundle