35+ Employee survey questions about company values to ask in 2024

16 min read
20 Employee survey questions about company values to ask in 2023
20 Employee survey questions about company values to ask in 2023

In the bustling world of business, where companies vie for supremacy and success, there exists an intangible yet potent force that sets apart the great from the good: company values.

These guiding principles act as the moral compass, steering an organisation towards its goals while maintaining its unique identity. Beyond profit margins and market share, the underlying values truly define a company's character.

94% of entrepreneurs and 88% of job seekers say that a healthy culture at work is vital for success, reports Deloitte.

As the great Zig Ziglar once said, "Your attitude, not your aptitude, will determine your altitude."

In this article, we will explore the significance of company values, their influence on employee engagement and customer loyalty, and how they form an unshakable foundation for long-term success.

Table of contents:-

Core values of employee engagement

Employee engagement is not merely a buzzword but the cornerstone of organizational success. In the dynamic landscape of modern workplaces, fostering a culture rooted in core values is paramount to retaining and maximizing the potential of a company's greatest asset – its employees.

Here are nine key points elucidating the significance of core values in employee engagement.

  1. Alignment with organizational mission: The bedrock of employee engagement lies in the alignment of individual values with the overarching mission of the organization. When employees resonate with the company's purpose, they find deeper meaning and satisfaction in their work, contributing to a more engaged and motivated workforce.
  2. Trust and transparency: Core values create a foundation of trust and transparency within an organization. When employees understand and believe in the ethical standards upheld by the company, it fosters an environment where open communication flourishes. This transparency builds trust, enhancing employee engagement as individuals feel secure in their professional endeavors.
  3. Recognition and appreciation: In a workplace grounded in core values, recognition and appreciation become integral components. Acknowledging and celebrating employees' contributions fosters a sense of accomplishment, reinforcing the belief that their efforts are not only noticed but also valued.
  4. Professional development opportunities: Core values extend beyond day-to-day operations; they guide professional development initiatives. Employees engaged in a learning culture, driven by the organization's values, are more likely to invest in their growth, resulting in a skilled and adaptable workforce.
  5. Inclusivity and diversity: Organizations with strong core values prioritize inclusivity and diversity. Embracing differences creates a rich tapestry of perspectives, enhancing creativity and innovation. Employees feel a sense of belonging, driving higher levels of engagement and commitment.
  6. Well-being initiatives: A commitment to core values includes a focus on employee well-being. Organizations that prioritize the physical and mental health of their employees create an environment where individuals can thrive, leading to increased engagement and productivity.
  7. Clear expectations and goals: Core values provide a framework for setting clear expectations and goals. When employees understand how their roles contribute to the larger purpose, it instills a sense of purpose and direction, driving higher engagement levels.
  8. Flexibility and adaptability: Values guide an organization's response to change. A culture grounded in core values fosters adaptability and flexibility, crucial qualities in a rapidly evolving business landscape. Engaged employees are more likely to embrace change positively.
  9. Continuous feedback loop: A culture built on core values encourages a continuous feedback loop. This open communication channel ensures that employees' voices are heard, fostering an environment of continuous improvement and growth.

What is a workplace culture survey?

A workplace culture survey is a powerful tool used by organisations to assess the overall health and dynamics of their workplace culture. It involves collecting valuable feedback from employees to gauge their perceptions, experiences, and sentiments regarding various aspects of the workplace environment.

This type of survey delves into the company's values, communication patterns, leadership style, teamwork, employee recognition, healthy work-life balance, and more. A workplace culture survey encourages employees to express their honest opinions without fear of repercussions.

By gathering this candid feedback, companies gain valuable insights into areas of strength and areas that may need improvement within their organisational culture.

The survey findings serve multiple crucial purposes:

1) Identifying strengths and weaknesses

Companies can recognise and capitalise on aspects of their culture that contribute to employee satisfaction and productivity while also pinpointing areas that require attention and refinement.

2) Enhancing employee engagement

When employees feel their voices are heard, and their concerns are addressed, it fosters a sense of belonging and boosts overall engagement, leading to increased productivity and reduced turnover.

3) Driving positive change

Armed with data-driven insights, companies can implement targeted initiatives and policies to create a more inclusive, supportive, and fulfilling work environment.

4) Strengthening company values

The survey helps align employees with the company's core values, fostering a unified sense of purpose and mission. This is critical for hiring and retaining good talent because 86% of job seekers avoid companies with bad reputations.

5) Building trust

Demonstrating a commitment to understanding employee perspectives through employee surveys can foster trust and open communication between management and staff.

What is the value of surveys to an organization?

Surveys play a pivotal role in extracting invaluable insights that contribute to the growth and enhancement of organizations. The value they bring is multifaceted, impacting various facets of an organization's functioning. One primary benefit lies in the realm of employee engagement and satisfaction.

By soliciting feedback through surveys, organizations can gauge the sentiments of their workforce, identifying areas of improvement, and acknowledging successes. This, in turn, fosters a positive work environment and aids in employee retention, a crucial element for organizational stability and success.

Additionally, surveys serve as powerful tools for understanding employees perspectives. They provide a structured avenue to voice their opinions, preferences, and grievances.

Analyzing this data allows organizations to refine products, services, and customer experiences, ultimately bolstering employee satisfaction and loyalty.

Strategic decision-making is another domain where the value of surveys becomes evident. Whether it pertains to product development, marketing strategies, or other company's work cultures, data collected through surveys offers valuable insights. Leaders can make informed decisions, backed by empirical evidence, thereby mitigating risks and maximizing opportunities for success.

Furthermore, the organizational value of surveys extends to areas such as market research and benchmarking. By comparing internal data against industry standards, companies can identify areas for improvement, ensuring they remain competitive and aligned with industry trends.

Why are core values important?

Core values are the bedrock upon which successful and sustainable organisations are built. They are the fundamental beliefs and principles that guide the behaviour, decisions, and actions of everyone within the company – from top-level executives to front-line employees.

Here are some reasons why core values are of paramount importance:

Guiding principles

Core values act as a moral compass, providing a clear direction for the organisation's mission and vision. They ensure that decisions and actions align with the company's purpose, even in times of uncertainty or change.

Cultural identity

It defines the unique culture of a company, setting it apart from competitors. A strong, positive culture attracts top talent, boosts employee morale, and fosters a sense of belonging.


When faced with tough choices, core values serve as a decision-making framework. They help leaders and employees alike to make ethical, consistent, and principled judgments.

Employee engagement

Employees who resonate with the company's core values are more engaged and motivated. When individuals share common values with the organisation, they feel a deeper sense of purpose and commitment.

Customer trust

Core values that prioritise integrity, transparency, and customer-centricity build trust with clients and partners. Trust is the foundation of long-lasting and fruitful relationships.

Stability and adaptability

It provides stability during times of change, acting as a steadfast anchor. They also allow organisations to adapt to new challenges and opportunities while staying true to their identity.

Positive reputation

Companies with strong core values build a positive reputation within their industry and among consumers. This reputation attracts loyal customers and fosters brand advocacy.

Employee alignment

Core values create a sense of unity among employees, fostering a shared purpose and collaborative spirit. This alignment enhances teamwork and encourages a supportive work environment.

Long-term success

Companies that prioritise their core values experience sustainable growth and long-term success. Values-driven organisations tend to weather storms more effectively and maintain resilience.

Recruitment and retention

They play a pivotal role in attracting like-minded individuals during the hiring process. They also contribute to employee retention by ensuring employees feel connected to the company's mission.

Why do you need to re-examine your core values regularly?

Regularly re-examining core values is essential for maintaining a vibrant and relevant organisational culture that adapts to the company's and its employees' evolving needs.

Here are five reasons why this process is crucial:

1) Evolving business landscape

The business landscape is constantly changing due to technological advancements, market trends, and customer preferences. Re-examining core values allows organisations to ensure their principles remain aligned with the current and future needs of the industry.

2) Employee feedback and engagement

Employees' perspectives and values can evolve over time. So, keeping an eye on core values provides an opportunity for employees to contribute their insights, fostering a sense of ownership and engagement with the company's culture.

3) Adapting to challenges

Organisations encounter new challenges and opportunities as they grow. Re-examining core values enables them to assess whether their guiding principles are robust enough to navigate these changes and maintain a cohesive direction.

4) Inclusivity and diversity

As companies strive for greater inclusivity and diversity, re-assessing core values ensures they reflect a broad range of perspectives. This fosters a more welcoming environment and a team culture that strengthens the company's ability to connect with diverse customers and markets.

5) Consistency and alignment

Over time, companies may experience leadership, personnel, and strategy shifts. Revisiting core values helps reinforce consistency and alignment across all levels of the organisation, promoting a shared purpose and vision.

In conclusion, regularly re-examining core values is about staying relevant in a dynamic business world and fostering a culture of adaptability, inclusivity, and consistency.

It empowers organisations to embrace change while staying true to their foundational principles, making them more resilient and better equipped to thrive in the long run.

Work culture survey vs. employee engagement survey


Work culture survey: Assess the overall health of the workplace culture, including values, norms, and behaviour.

Employee engagement survey: Measure the level of emotional commitment and motivation employees have towards their work and the organization.


Work culture survey: Explores broader aspects of the work environment, such as positive company culture, values, communication, teamwork, and work-life balance.

Employee engagement survey: Concentrates specifically on employees' feelings, satisfaction, and enthusiasm about their roles, responsibilities, and workplace experiences.


Work culture survey: Provides insights into the organisation's cultural strengths and weaknesses, helping identify areas for improvement and alignment with core values.

Employee engagement survey: Offers insights into the individual employee's level of job satisfaction, motivation, and overall commitment to the organisation.

Feedback collection

Work culture survey: Gather feedback from employees about their perceptions of the company culture and how it aligns with the stated values.

Employee engagement survey: Gathers feedback on employee attitudes, emotions, and experiences within the workplace, often including specific questions related to job satisfaction and work-related factors.

Purpose for company

Work culture survey: Helps the company understand its cultural strengths and areas of improvement to create a more positive, inclusive, and productive work environment.

Employee engagement survey: Assists in understanding the factors that influence employee engagement, enabling the company to enhance job satisfaction, retention, and overall performance.

Impact on employees

Work culture survey: Encourages employees to express their opinions and concerns openly, fostering a healthy company culture and a sense of empowerment and inclusivity.

Employee engagement survey: Provides a platform for employees to voice their feedback, which can lead to a greater sense of being valued and heard by the organisation.


Work culture survey: Generally conducted at intervals of a few years to track long-term cultural shifts and improvements.

Employee engagement survey: It can be conducted more frequently, such as annually or biannually, to monitor changes in employee engagement levels and identify trends over time.

Overall goal

Work culture survey: Aims to shape and reinforce the company's cultural identity and values, guiding decision-making and behaviour throughout the organisation.

Employee engagement survey: Aims to improve employee morale, productivity, and commitment, leading to increased overall performance and a positive impact on the bottom line.

Both work culture surveys and employee engagement surveys play critical roles in understanding and enhancing the workplace environment. While work culture surveys provide a broader view of the organisation's cultural landscape, employee engagement surveys zoom in on individual employee experiences, emotions, and motivation.

How do you assess organizational values?

Assessing organizational values is an ongoing and multifaceted process. By employing a combination of internal and external evaluations, an organization can gain a nuanced understanding of its values and their impact on its overall success.

Here's a comprehensive guide on how to effectively assess organizational values:

  • Review mission and vision statements: Start with a meticulous examination of the company's mission and vision statements. These foundational documents articulate the organization's overarching purpose and aspirations, providing insights into the values that steer its actions.
  • Leadership alignment: Evaluate the alignment of leadership behaviors with stated values. Leaders serve as torchbearers, and their actions set the tone for organizational culture. An alignment check ensures that the leadership team embodies and reinforces the values they advocate.
  • Employee feedback: Engage with employees through surveys, focus groups, or one-on-one discussions. Honest feedback from the workforce offers valuable perspectives on whether organizational values are perceived, understood, and lived in the daily professional lives of employees.
  • Observation of organizational practices: Assess the organization's daily practices and decision-making processes. Consistency between stated values and actual behaviors, policies, and procedures is crucial. Analyzing these aspects provides a tangible measure of the organization's commitment to its values.
  • Performance evaluation metrics: Incorporate values into performance evaluation metrics. Assessing employees based on their alignment with organizational values reinforces the importance of these values in day-to-day operations and decision-making.
  • Benchmarking against industry standards: Benchmark organizational values against industry standards and best practices. This external perspective provides a comparative analysis, offering insights into areas where the organization excels or where adjustments may be necessary.
  • Continuous monitoring and adaptation: Organizational values are not static; they evolve with time and changing contexts. Establish a system for continuous monitoring and adaptation, ensuring that values remain relevant and resonate with the evolving needs of the organization and its stakeholders.

35+ Employee survey questions to help define your company values

The following company culture survey questions will help gather valuable insights into how well the company's core values are understood, embraced, and integrated into the organisation's culture.

The feedback received from employees will enable the company to make informed decisions to reinforce and align its values with the overall mission and vision.

  1. Do you believe that the company's current values align with the organisation's mission and goals?
  2. Are the company's core values clearly communicated and understood across all levels of the organisation?
  3. Do you feel that the company's values are reflected in the day-to-day decision-making processes?
  4. How well do you think the company upholds its commitment to diversity and inclusion?
  5. How often do you see employees and leaders demonstrating the company's core values in their actions and behaviours?
  6. In what ways do you think the company can better incorporate its values into the performance evaluation process?
  7. Do you believe that the company's values positively impact employee morale and motivation?
  8. Are there any specific areas where you feel the company's values could be better integrated into the corporate culture?
  9. How does the company encourage and recognise employees who embody the organisation's core values?
  10. How do you perceive the company's commitment to corporate social responsibility and sustainability?
  11. Are there any values that you believe are missing from the company's current list of core values?
  12. Do you think the company's core values align with the expectations and needs of customers and stakeholders?
  13. How well do you feel the company communicates and reinforces its values during onboarding and ongoing training?
  14. Do you think the company's core values have a positive impact on teamwork and collaboration among employees?
  15. Are there any instances where you feel the company's values have been compromised or overlooked?
  16. How well do you think the company responds to feedback and concerns related to upholding its core values?
  17. In what ways do you think the company can further embed its values into the recruitment and hiring process?
  18. How would you describe the overall work culture, and how does it align with the stated values of the organisation?
  19. How often do you feel encouraged to contribute your ideas and suggestions for improving the company's values-driven initiatives?
  20. Do you believe that the company's core values have a positive impact on your personal growth and professional development?
  21. In your opinion, how effectively does the company incorporate employee feedback into refining and evolving its core values?
  22. Can you provide examples of how the company's values have influenced your decision-making in a professional context?
  23. To what extent do you think the company's values contribute to a sense of belonging and inclusivity among employees?
  24. How aware are you of the initiatives or programs the company has in place to promote and uphold its core values?
  25. In your experience, how has the company adapted its values to navigate challenges or changes in the business environment?
  26. Do you believe there is a sufficient emphasis on continuous learning and development aligned with the organization's values?
  27. How well does the company celebrate and showcase instances where employees exemplify the core values in their roles?
  28. To what degree do you think the company's values resonate with the diverse perspectives and backgrounds of its employees?
  29. Are there specific tools or resources you believe would enhance the integration of company values into daily tasks and responsibilities?
  30. How do you perceive the role of leadership in embodying and reinforcing the company's core values?
  31. To what extent do you think the company's values contribute to fostering innovation and creativity within the organization?
  32. In your interactions with clients or customers, do you find that the company's values align with their expectations and values?
  33. How well do you think the company balances the pursuit of financial goals with the adherence to its core values?
  34. Are there opportunities for the company to collaborate with external partners or organizations that share similar values?
  35. How would you describe the impact of the company's values on your job satisfaction and overall job experience?
  36. Can you suggest specific initiatives or events that could further promote a values-driven culture within the company?
  37. In what ways does the company acknowledge and address challenges or conflicts that may arise in upholding its core values?

How do you measure organizational value?

Measuring organizational value is a nuanced process that requires a methodical and strategic approach. Here are seven key points to consider in effectively assessing the value generated by an organization:

  1. Financial performance metrics: Evaluate financial indicators such as revenue growth, profitability, and return on investment. These metrics provide a quantitative measure of the organization's economic value and sustainability.
  2. Customer satisfaction and loyalty: Assessing customer satisfaction and loyalty is paramount. Satisfied customers not only contribute to repeat business but also serve as brand ambassadors, enhancing the organization's long-term value proposition.
  3. Employee engagement and retention: Measure employee engagement and retention rates. A committed and satisfied workforce is indicative of a positive organizational culture, contributing to increased productivity and long-term value creation.
  4. Innovation and adaptability: Examine the organization's capacity for innovation and adaptability. The ability to evolve in response to changing market dynamics and technological advancements is a key indicator of long-term value.
  5. Social and environmental responsibility: Evaluate the organization's commitment to social and environmental responsibility. Increasingly, stakeholders value organizations that contribute positively to society and minimize their environmental impact, enhancing overall brand value.
  6. Market position and competitive advantage: Analyze the organization's market position and competitive advantage. A strong market presence and sustainable competitive edge contribute significantly to the overall value of the organization.
  7. Strategic alignment with organizational goals: Assess the alignment between organizational activities and overarching goals. A strategic approach that ensures every initiative contributes cohesively to the achievement of organizational objectives enhances overall value.

How do you ask an employee about workplace culture?

Surveys serve as a valuable means of asking employees about workplace culture, enabling organisations to gain insights into their employees' perceptions and experiences.

When designing the first culture survey questions, clarity is paramount. Employing clear and direct language ensures that employees understand the questions and can respond meaningfully. A mix of specific multiple-choice questions and open-ended ones allows for a comprehensive understanding of the employees' thoughts and emotions.

Moreover, ensuring the anonymity and confidentiality of responses is crucial. Employees feel more comfortable expressing their genuine opinions by assuring employees that their feedback will be kept private. This fosters a sense of trust and transparency between the employees and the organisation.

Surveys also help in pinpointing the strengths and weaknesses of the workplace culture. The data collected from the surveys allows the organisation to identify areas where the culture is thriving and aligning with company values. Simultaneously, it sheds light on areas that may need improvement or realignment.

By asking employees about workplace culture through surveys, organisations demonstrate their commitment to understanding and valuing the perspectives of their workforce.

The valuable feedback gathered empowers companies to make data-driven decisions, develop targeted initiatives to improve workplace culture and foster a positive and inclusive workplace culture that resonates with their employees' needs and aspirations.

How do you survey employees on company values?

Surveying employees on company values is a crucial initiative that demands careful consideration and a well-thought-out approach. Here's a comprehensive guide on how to effectively conduct organizational values survey to gauge employee alignment with company stands.

  • Define survey objectives: Begin by clearly outlining the objectives of the survey. Identify specific aspects of company values to assess, whether it's employees' understanding, alignment, or perceived importance. A well-defined scope provides clarity in survey design.
  • Craft a thoughtful survey instrument: Design a survey with a mix of closed-ended and open-ended questions. Closed-ended questions facilitate quantitative analysis, while open-ended questions capture nuanced insights. Ensure that the language is clear, and questions are relevant to the organizational context.
  • Communicate purpose and importance: Transparently communicate the purpose and significance of the survey to employees. Clearly articulate how their feedback will contribute to enhancing organizational culture and reinforcing shared values. This clarity encourages active participation and ownership.
  • Anonymous participation: Consider allowing employees to participate in the survey anonymously. Anonymity fosters candid responses, as employees may feel more comfortable expressing their opinions without the fear of repercussions.
  • Diversify survey methods: Utilize a combination of survey methods to gather comprehensive insights. Online surveys are efficient, but supplement them with qualitative methods such as focus group discussions or one-on-one interviews. This hybrid approach provides depth and richness to the data.
  • Select a representative sample: Ensure diversity in survey participants by selecting a representative sample. Consider different departments, roles, and organizational levels. A varied sample provides a holistic view of how values are perceived across the entire workforce.
  • Structured data analysis: After collecting survey responses, conduct a structured analysis. Look for patterns, trends, and correlations in the data. Identify areas where employees demonstrate strong alignment with company values and those that require attention or clarification.
  • Transparent communication of results: Communicate the survey results transparently to the workforce. Acknowledge positive aspects, highlight key findings, and outline actionable steps for improvement. This communication fosters trust and reinforces the organization's commitment to continuous improvement.
  • Sustain ongoing dialogue: Use the survey as a catalyst for ongoing dialogue about company values. Encourage open discussions in team meetings, training sessions, or through internal communication channels. This sustained focus ensures that values remain a central component of the organizational culture and are not just a one-time assessment.


The importance of company values cannot be overstated. They provide a strong foundation for sustainable growth, customer trust, and long-term success. Value-driven organisations create a positive work environment, attract top talent, and retain employees who believe in the company's mission.

If you want to take feedback on workplace culture, CultureMonkey can help you listen to your employees better and create more growth opportunities with its employee engagement survey platform.

It also offers multiple survey options such as eNPS, pulse surveys, and employee life cycle surveys to accurately measure the engagement levels of your employees and improve them.

Companies can take anonymous feedback in real-time and ensure their employees are not facing any major roadblocks. It can also help find areas of focus that the management needs to work on to improve the employee experience and engagement.