How to Diagnose Your Company Culture and Why It Matters

The Culture You Think You Have vs. The One You Actually Have

Here’s the hard truth: every organization has a culture—whether it was built with intention or allowed to evolve on autopilot. And in today’s workplace, where purpose, engagement, and psychological safety are non-negotiables, ignoring your culture is not just risky... it’s downright dangerous.

As someone who’s helped organizations around the globe shift from average to extraordinary, I can tell you with full confidence: your culture is your brand’s heartbeat. It's the invisible hand guiding how your team collaborates, communicates, and handles conflict. It determines how your people show up—and whether they stay.

If you’re not actively taking the time to diagnose your company culture, you’re flying blind. And that’s no way to lead a business.

In this post, we’ll break down why a company culture assessment isn’t just a “nice to have”—it’s a mission-critical tool. You’ll get actionable advice, relatable examples, and clear methods for evaluating your culture, plus tips for making sense of what you find.

Why Diagnosing Your Company Culture Matters

Before You Can Change Culture, You Have to Understand It

You can’t improve what you don’t measure. That’s true for sales, operations, and especially for organizational culture. If your workplace feels off—low morale, high turnover, leadership confusion—it’s not random. It’s cultural. And it needs your attention.

Here’s why you need to take a closer look at your company culture:

Engaged employees thrive in a strong culture. 

When your team feels connected to your mission and values, they work with purpose, pride, and passion. It’s not just about showing up—it’s about showing up excited to contribute.

Culture drives decisions. 

Whether your team plays it safe, embraces collaboration, thrives on competition, or works in silos, those behaviors are rooted in your culture. It directly influences how decisions are made and how agile your organization can be.

Hiring and retaining top talent? Culture is key. 

A strong, authentic culture not only attracts the best candidates but also gives them a reason to stick around. People want to belong to something bigger than themselves, and a clear culture gives them that connection.

Your internal culture shows up externally. 

The way your team interacts, communicates, and aligns internally will inevitably reflect in your customer experience. A healthy culture creates happy customers—simple as that.

The takeaway? If your business goals matter, your culture should too. So, stop guessing. Start measuring. And then take action to create the kind of workplace where people want to stay, grow, and succeed.

🚩 Signs Your Culture May Need a Check-Up

Not sure if your culture’s in trouble? Here are some red flags:

• High turnover or low tenure

• “Us vs. Them” dynamics between leadership and front-line team members

• Lack of psychological safety—people fear speaking up

• Burnout and disengagement

• Gossip culture or toxic cliques

• Inconsistent application of company values

These are signs that your culture may be out of alignment with your values—or possibly lacking clear values altogether.

How to Diagnose Your Company Culture

Let’s Talk Tools, Methods, and Mindsets

To diagnose your company culture, you’ve got to approach it like a scientist and a storyteller. That means combining data and dialogue, observation and insight.

Here are several tried-and-true ways to perform a company culture assessment:

1. Culture Surveys

Start with the basics: an anonymous survey that gives everyone a voice. Ask questions that dive into:

• Trust and communication within the team.

• Leadership styles and their impact.

• How well core values are reflected in day-to-day actions.

• Overall team morale and engagement.

Pro Tip: Include a mix of quantitative scales (like rating from 1–10) and open-ended questions. Scales will give you measurable data, and open-ended responses will reveal the stories behind the numbers.

2. Focus Groups and Listening Sessions

Numbers are important, but sometimes the real insights come from conversations. Host small, informal discussions across teams, departments, and levels. Create a safe space for honest and open communication by asking thoughtful questions like:

• What’s the unspoken rule around here?

• How do we handle success—and failure?

• If you could change one thing about our culture, what would it be?

These sessions are where you’ll uncover the unsaid truths, both the good and the not-so-good. Be ready to listen without judgment—this is where culture comes alive.

3. Organizational Network Analysis 

Go beyond org charts and use tech tools to map out how communication really flows in your company. Who are the connectors—the “go-to” problem-solvers? Are certain voices consistently unheard?

This analysis can reveal hidden leaders, cliques, or communication silos that might be shaping your culture in ways you didn’t expect.

4. Behavioral Observations

Sometimes actions speak louder than words. Take a step back and observe:

• How are meetings run? Who participates, and who stays quiet?

• How do people interact in shared spaces? Are greetings warm or rushed?

• What behaviors are rewarded, and which ones are ignored?

Pay attention to these daily moments—they often reflect the true norms and values of your workplace more than any survey can.

5. Onboarding and Exit Interviews

First impressions matter, and so do final ones. Ask new hires what stands out to them during onboarding—what they see, feel, and experience as they immerse themselves in your culture.

On the flip side, exit interviews are packed with valuable insights about why employees choose to leave. Together, these touchpoints can provide a full-circle perspective on your culture.

Diagnosing your company culture isn’t about assigning blame or chasing perfection. It’s about uncovering the truth—both the wins and the challenges—and using that knowledge to create a stronger, more aligned organization. Take the time to ask the right questions, listen deeply, and act with intention. Because when you invest in your culture, you’re investing in your people—and that’s always worth it.

Interpreting the Results: What’s the Story Behind the Stats?

Running a company culture assessment is just the first step.

FYI, as a FREE alternative, I have a low results-driven version that requires some self-reflection...but it's a start. You can access that by subscribing to my website at https://www.knightspeaker.com/subscribers.

Of course, there are other tools and assessment. The real value comes from doing the work and digging into the results of an internal assessment and understanding what they’re telling you. This is where the magic happens—when you start connecting the dots and uncovering the real story behind the stats.

Here are a few questions to guide your thinking:

• Where is our culture thriving? What are we getting right?

• Where are the gaps between what we say we value and what we actually do?

• Are certain departments, teams, or demographics experiencing our culture differently? If so, why?

• What behaviors are rewarded here, day in and day out? And just as importantly, what behaviors are ignored or overlooked?

Here’s the thing: culture isn’t what’s written in the handbook or printed on motivational posters. At its core, I believe that company culture is really just the collection of unique behaviors that your employees exhibit---yes, "learned behaviors" is the ultimate root cause of company culture. But most people will only see the results of that...which is how they explain "culture". It’s what we allow and encourage every single day. So take an honest look. Be curious, not defensive. This is your chance to understand where your culture is working—and where there’s room to grow.

Turning Diagnosis Into Action

You’ve Got The Report—Now What?

Congrats, you’ve completed your organizational culture diagnosis! But let’s be real—this isn’t the time to let that report gather dust on a shelf. This is your chance to spark change, drive momentum, and create a culture that truly elevates your organization. Ready to make it happen? Here’s your game plan:

1. Prioritize What Matters Most

You don’t need to tackle everything at once. Start small, but start smart. Focus on the cultural gaps that are having the biggest impact on performance, engagement, or morale.

Ask yourself: What’s holding us back the most? What quick wins can we achieve? Prioritizing key areas keeps the process manageable and the results meaningful.

2. Bring Your People Along for the Ride

Don’t keep the results a secret—your team deserves transparency. Share what’s working and, more importantly, what isn’t.

Be upfront, honest, and invite your team into the process. When people feel included in creating the solution, they’re more motivated to make it a success. Ownership fuels engagement.

3. Align Culture with Your Business Goals

Your culture shouldn’t exist in a bubble—it should be a driver for your strategy. Whether your focus is innovation, growth, retention, or customer satisfaction, make sure your culture initiatives directly support these goals. When culture and strategy work hand in hand, the results are transformative.

4. Make Training Memorable (and Fun!)

Culture isn’t just about what you say—it’s about what you do. That’s why training is so important. Use engaging, purposeful training to inspire, teach, and stick with your people long after the session ends.

5. Don’t Forget to Check Back In

Culture isn’t a “set it and forget it” kind of thing. It evolves. Make a habit of checking in with regular pulse surveys, focus groups, or other feedback methods. It’s not about perfection—it’s about consistency and continuous progress. Stay curious, stay committed, and keep improving.

Bottom Line:

Your organizational culture diagnosis is more than just a snapshot—it’s a roadmap for change. Use it to build momentum, involve your team, and align your culture with your business goals. Progress starts with action, and action starts now. Let’s do this!

Real Talk: Culture Isn’t a Project—It’s a Practice

Your culture is being shaped every single day--by the combined behaviors of everyone employed--whether you realize it or not. It’s shaped by how your leaders lead, how your teams communicate, and how your company handles change.

When you take time to diagnose your company culture, you’re not just collecting data. You’re showing your people that their experience matters. You’re building a workplace that’s aligned, inclusive, and inspiring. And trust me—that pays off in productivity, performance, and purpose.

Ready to Get Real About Your Culture?

If you’re serious about transforming your organization from the inside out, I’d love to help. Through Impactful Edu-tainment, I deliver engaging, high-energy keynotes and workshops that don’t just inform—they ignite.

Whether you need help with a full-blown company culture assessment, team alignment, or values-based leadership, I’m here to guide the process with proven strategies.

Let’s talk! Schedule a session or keynote with me today and start building the kind of culture that people don’t just tolerate—they thrive in.

Because when your culture works, everything else works better.