Workplace Culture Audit
Understand what your culture is signaling before you try to change it
A workplace culture audit gives leaders a clear, evidence-based picture of how people actually experience the organization: who gets heard, where trust holds or breaks down, and which patterns keep repeating. Every audit is scoped to your questions, so the methods and timeline fit the work instead of a template.
Scoped to your organization · Written report and leadership briefing · Recommendations you can act on
When it helps
When an audit makes sense
Most organizations ask for an audit when something feels off but nobody can say exactly what. Common starting points:
Engagement scores look fine, but turnover, complaints, or exit interviews tell a different story.
A merger, reorganization, or leadership change has shifted how people work together.
Some groups seem to experience the workplace very differently from others.
Leaders want evidence before investing in training or a culture initiative.
The same problems keep coming back, no matter who holds the role.
You need a baseline before a culture change effort, or a check on progress after one.
How it works
Four steps from questions to decisions
Every audit follows the same arc. What changes is the scope, the methods, and the timeline, which are set around what you need to know.
We start with a conversation about what you want to understand, who should be included, and which decisions the findings need to inform. The methods and timeline are set from there.
01
Scope
Depending on the scope, this can include confidential surveys, one-on-one interviews, listening sessions or focus groups, and a review of relevant documents and data.
02
Gather
The findings are read across every source for what repeats: where experiences differ between groups, where stated values and daily practice pull apart, and which patterns are shaping trust and participation.
03
Make sense of it
You receive a written report and a leadership briefing with a slide deck that walks through the findings and recommendations. Together we decide which recommendations to act on first.
04
Share and decide
What you receive
Findings you can actually use
Written report
A clear account of what the audit found, organized by theme, with the evidence behind each finding. Individual responses stay confidential throughout.
Leadership briefing
A presentation with a slide deck that walks your leadership team through the findings and leaves room for questions and discussion.
Prioritized recommendations
Specific next steps, ranked by where change is likely to matter most, so you know where to start and what can wait.
After the audit
Putting the findings to work
Some organizations treat the audit as a standalone project. Others want support putting the findings to work. Either way, we talk through the recommendations together and decide which ones to act on.
Where we can go from here
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Consulting support as you put recommendations in place
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Workshops or training built around what the audit found
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Follow-up listening sessions or focus groups to check progress