Describe your workforce and culture themes. Makeform creates an employee survey with rating scales, comments, optional demographics, and clear sections.
Route culture survey responses to Google Sheets, Slack, and Zapier.
Sample prompts for the builder
Choose a prompt, adapt it, or send it to the Makeform builder. Every example is editable.
Audience
Employees across departments, levels, and locations
Format
Anonymous survey with six culture themes
Prompt size
318 chars
Example survey structure
Anonymous survey with six culture themes
Leaders explain the reasons behind important decisions
I can raise a concern without fear of unfair consequences
What most influenced your ratings in this section?
Optional department and tenure band
What one change would improve how work gets done?
Suggested analysis tags
Leadership and trust
Belonging and voice
Ways of working
Ask about observable practices within a specific time frame, not whether culture is simply good or bad.
Step 1
Frame
define the decision, audience, and themes
Step 2
Ask
use consistent scales and observable behaviors
Step 3
Segment
compare groups only when responses are sufficient
Step 4
Act
share priorities, owners, and follow-up dates
A useful culture diagnostic
A focused form turns everyday decisions, meetings, management, and information flow into evidence your team can review.
Keep leadership, trust, inclusion, communication, accountability, and workload in separate sections for clearer review.
Use one labeled scale and time frame. Add not applicable where a forced score would distort results.
Optional theme comments capture examples and suggestions without demanding an explanation for every rating.
Built around the audit moment
Choose a scenario, then retain only decision-linked questions.
Track stable core questions while rotating a module for current priorities.
Examine shared identity, collaboration, decision fairness, and process friction.
Assess clarity, trust, follow-through, and safety in raising difficult information.
Compare access, participation, recognition, focus, and opportunity across arrangements.
Culture audit workflow
Define the decision, generate the draft, review privacy, and plan follow-through before launch.
Name the decision first, then select themes that connect directly to it.
Describe the workforce, themes, time frame, and scale to create an editable survey.
Remove unnecessary identifiers, make sensitive items optional, and avoid slices that expose individuals.
State the closing date, then share themes, selected actions, owners, and an update date.
Audit form vs generic pulse
A culture audit shows where everyday practices support or undermine stated values.
Field guide
Use six sections to move from informed participation to interpretable results.
Introduction
Explain the purpose, reviewer, closing date, response handling, and what happens next. Claim anonymity only when your setup supports it.
Culture themes
Ask whether leaders explain decisions or teams address missed commitments. Use focused items and avoid combining two ideas.
Response scales
Use one labeled agreement or frequency scale and a defined time period. Include a nonresponse option where needed.
Open comments
Ask for optional context after each theme and one priority at the end. Prompt for examples, practices, or barriers.
Optional segments
Use broad demographic bands only when they support a comparison. Make sensitive items optional and plan for small groups.
Action close
Ask employees to select a priority and suggest one practical change. Use a separate follow-up opt-in for anonymous audits.
Related tools
Pair the audit with focused surveys for key moments in the employee journey.
Measure connection, motivation, enablement, and intent to stay.
Open toolCollect focused input about management, processes, or change.
Open toolExplore belonging, fairness, access, voice, and inclusion.
Open toolReview access, collaboration, support, and focus for distributed teams.
Open toolAssess expectations, tools, relationships, and early support.
Open toolCapture departing employees' reasons, experiences, and suggestions.
Open toolFAQ
Practical answers for HR leaders and consultants designing an employee culture review.
A culture audit form examines how stated values show up in everyday work. Rating questions and optional examples cover themes such as leadership, trust, communication, inclusion, accountability, and workload. Results help leaders identify discussion and action priorities.
Ask whether leaders explain decisions, managers respond constructively, teams share information, commitments are addressed, and people can participate fairly. Use focused statements under each theme, one scale and time period, optional comments, and a closing priority question.
Anonymous collection can encourage candor, but claim anonymity only when names, email settings, tracking, and reporting support it. Explain who can access responses. Collect interview volunteers through a separate form so contact details are not attached to audit answers.
Include only decision-linked themes. Use a few rating items per theme, one optional section comment, limited optional demographics, and a final priority question. Pilot the survey to catch unclear or repeated wording before launch.
Segment only where comparisons support action, using broad department, tenure, level, location, or work-arrangement bands. Avoid combinations that identify people, make sensitive items optional, and plan minimum reporting groups before collection.
Choose a cadence the organization can act on. Use a periodic full audit and shorter change-focused pulses if useful. Keep core questions stable for comparison, document wording changes, and respond to one round before starting another.
Yes. Makeform supports unlimited free forms and responses, so you can generate, edit, publish, and collect responses without a cap. The paid tier removes the Makeform badge. Review wording, privacy settings, and reporting before launch.
Review results by theme, look for repeated comment patterns, and compare groups without exposing individuals. Share what was heard, chosen priorities, action owners, and the next update date.
Turn culture questions into a focused listening plan.
