Assess and Improve Your Workplace Culture in 3 Steps
- Leslie Speas
- Jul 31
- 2 min read
Work culture is the collective sum of what people think, say, and do in your organization. A strong culture isn’t just a nice-to-have; it’s essential to building an engaged workforce which results in positive outcomes such as:
81% lower absenteeism
43% lower turnover
18% higher productivity
23% higher profitability Source: Gallup
That’s why I use the 3-Step Culture Catalyst Framework to help teams determine where they are and build the kind of culture where people stay and thrive.
STEP 1: ASSESS
Your real culture lives in the day-to-day behaviors, conversations, and decisions. Start by identifying what’s working and where gaps exist.
🔍 Observe the day-to-day
Watch how people interact. Are your values just words on a wall or are they visible in how people show up and work together? Ask yourself: Is what’s posted on the wall happening in the hall?
📝 Conduct a culture assessment
You can audit your own culture, but often a third-party perspective adds objectivity. This involves reviewing all people-related programs (like hiring, onboarding, recognition, and performance management) to see if they align with your values, purpose, and brand.
💬 Listen to your employees
Use surveys, stay interviews, focus groups, or one-on-one conversations to dig into what employees really think.
STEP 2: ANALYZE
Once you’ve gathered your data, make sense of what it’s telling you.
What is your culture like today?
Where are the disconnects between your current state and your ideal culture?
What do employees see as the culture’s strengths?
Where are the pain points, and what’s getting in the way?
Are there patterns of poor accountability, lack of trust, or misalignment?
Also, explore best practices from other organizations that embody the type of culture you’re striving for, and look for ideas you can adapt and implement.
STEP 3: ACT
Now it’s time to take action and intentionally shape your culture.
✅ Develop an action plan by setting clear goals using the SMART framework (specific, measurable, achievable, relevant, time-bound).
✅ Engage key stakeholders such as senior leaders, people managers, and employees to build buy-in and shared ownership.
✅ Communicate early and often. As you implement changes, keep everyone in the loop. Share progress and celebrate wins!
You don’t need to overhaul everything overnight, but small, consistent steps in the right direction can have a big impact.
Need a thought partner or some help getting started? I’d love to support you. Reach out to leslie@influencehrconsulting.com.
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