To build company culture, turn an agreed value into a specific management practice and review employees’ experience of it. Start with the way work gets assigned, decisions get explained, and concerns get answered.
Choose one workplace practice that employees can describe and managers can change. Assign an owner and a review date before expanding the program. For a hypothetical “clear communication” value, use a written decision note naming the owner, reason, and unresolved questions.
Use this as a small operating experiment. Ask the affected team whether the note answered the questions they actually had, and record what needs changing. The experiment is a proposed management exercise, not a promise of improved retention or performance.
Focus on the shared expectations reflected in everyday work rather than a slogan alone. CIPD’s 2025 culture factsheet explains why culture can be difficult to define and measure. It recommends examining the policies, practices, and procedures employees experience through the more concrete concept of organizational climate.
For your own review, compare a stated value with a recent decision. Who had input, who decided, and what happened when someone disagreed? Those are proposed observation prompts, not an established diagnostic scale.
Gather examples of employees’ experience before deciding which practice needs attention. Combine a short survey with interviews, small-group discussions, or observation of an existing workflow. Choose methods appropriate to your team and explain how responses will be handled.
CIPD’s 2022 employee voice discussion describes feedback channels including surveys and reviews. It also warns against asking for views without meaningful follow-up. Use the following original sample questions to start a discussion, rather than presenting them as a validated survey:
Keep stated values and reported experience in separate columns during analysis. A low response rate also needs attention; do not treat silence as confirmation that everyone agrees. Share the themes, owner, and follow-up date without exposing individual respondents.
Ask employees for examples, then define the behavior you want to observe. Write down what the value means, what it does not justify, and how a manager will support it. The table below is a hypothetical worksheet the team can adapt.
| Value | What it is | What it is not | Observable behavior | Manager practice | Feedback signal |
|---|---|---|---|---|---|
| Clear communication | Explaining decisions and open questions | Broadcasting instructions without context | A decision note identifies the owner and reason | Review the note with affected staff | Can staff explain the next step? |
| Learning | Making room to practice a relevant skill | Calling avoidable confusion a learning opportunity | A colleague practices a task with feedback | Agree the task and review contact | Was useful feedback received? |
| Respectful contribution | Considering different views about the work | Expecting agreement or personal similarity | A meeting records concerns and decisions separately | Invite input before deciding | Were concerns answered? |
For the first row, ask employees which decisions are hardest to follow. Choose one recurring meeting or handoff and test the note there. Keep the example narrow enough that the team can tell whether the practice happened.
Read examples of messages that recognize a specific contribution.
Read Recognition Examples →Start with practices your managers can carry out and employees can evaluate. The suggestions below extend the worksheet; they are proposed routines rather than claims that a particular cadence produces a measured effect.
For hiring, CIPD’s 2026 recruitment introduction connects resourcing with the skills an organization needs. The interview practice above is a suggested way to make those requirements explicit, not a claim about a particular assessment tool.
Recognition also needs concrete language. As a hypothetical example, “You documented the unresolved risk before the handoff” names the contribution. Our recognition letter examples offer writing formats you can adapt to real work.
Review employees’ reported experience alongside operational records, with the same definitions and populations over time. Keep each indicator separate and record alternative explanations for a change. CIPD’s 2021 engagement evidence review notes that engagement definitions and measures vary; do not treat every measure as interchangeable.
The following are candidate review signals, not a validated combined culture index:
| Candidate signal | What to define | What it cannot establish alone |
|---|---|---|
| Engagement or eNPS trend | Question wording, respondents, and period | The cause of a score change |
| Regretted turnover | Which departures meet your stated definition | Why each employee left |
| Internal referral rate | Eligible employee group and referral event | Everyone’s experience of the workplace |
| Recognition participation | Eligible group and recorded participation | Whether recognition was meaningful or fair |
Name an owner for the definitions and a review date. For example, review an active pilot monthly and a slower practice quarterly, with the schedule chosen for your program. If a signal stalls, revisit the underlying feedback and decide whether to change the practice, its implementation, or the measurement.
If the program includes employee rewards, Giftronaut’s order history guide, checked October 31, 2026, describes full, filtered, and single-order CSV exports. Keep the export in the recognition workstream and use your chosen employee-feedback process for the culture review. Our recognition report guide provides a related reporting structure.
Choose one practice, one owner, and one date to review employees’ experience. Bring the examples back to the team and explain the next decision, including what will stay the same. That gives the culture plan a specific piece of work to follow through on.
Explore reward delivery as one part of your recognition program.
Explore Employee Rewards →Give both levels a defined responsibility. Leaders should specify organization-wide expectations and resources; managers should turn those expectations into decisions, feedback, and routines. Use this division as an operating plan, then ask employees whether the two levels are consistent.
Ask for a recent example rather than a broad rating alone. For instance, ask how the last disagreement was resolved or what happened after someone raised a workload concern. Explain who will see the responses and only promise anonymity that your collection method actually provides.
Define observable job-related behaviors before interviewing and ask candidates comparable questions. Record the evidence for each criterion rather than whether someone feels familiar. Treat this as an interview-design recommendation, with the hiring team responsible for its actual process.
Compare a value with a recent decision, reward, or response to a mistake. Record where the behavior matched the stated value and where it did not. CIPD’s 2025 culture factsheet recommends focusing on the concrete policies, practices, and procedures employees experience.
Treat support, workload, and role expectations as issues to discuss explicitly rather than explaining every problem as startup culture. Ask for agreed priorities, a review contact, and a way to raise unresolved concerns. This is a suggested discussion framework, not an assessment of any particular employer.