Unpacking Work Culture Surveys- Springworks Blog

Work culture isn’t just a buzzword—it’s the very foundation that defines how employees interact, engage and thrive in an organization. A strong, vibrant work culture nurtures creativity, fosters trust and encourages employees to bring their best selves to work each day. But how do companies measure this intangible asset? How do they know if their employees feel supported, valued and connected to the company’s mission?

Enter work culture surveys—a critical tool that helps organizations tune into their employees’ experiences, identify strengths and uncover areas that need attention. Whether you’re a small startup or a large corporation, surveys are invaluable in shaping an organization’s future success.

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Why Work Culture Surveys Matter

Work culture surveys go beyond basic engagement. They offer a comprehensive look into how employees perceive their work environment, relationships with colleagues, management and employee experiences with the company. These insights are critical for several reasons:

Employee Retention: When employees feel valued and heard, they are more likely to stay. A well-conducted survey allows organizations to identify and address pain points, reducing turnover.
Improved Productivity: Employees who are engaged and satisfied are more productive. Work culture surveys help pinpoint what motivates employees, helping companies tailor initiatives that boost productivity.
Inclusive Growth: Surveys highlight how inclusive a workplace truly is. They reveal whether employees from diverse backgrounds feel respected and accepted, ensuring a culture of inclusivity.
Transparency & Trust: Conducting surveys and sharing results openly shows employees that the company is committed to continuous improvement. This fosters trust, as employees feel their voices are being heard and valued.
Data-Driven Decisions: By turning subjective feelings into objective data, organizations can make informed decisions about where to allocate resources, what to improve and how to foster long-term cultural growth.

The Power of Conducting Work Culture Surveys

Surveys are more than just questions on paper or digital forms—they’re the gateway to a more harmonious, productive and engaged workforce. They are crucial because they provide leaders with actionable insights directly from the people who know the company best—the employees.

For HR leaders, surveys act as a roadmap. They tell you where the organization is thriving and where it needs work. But the real magic happens when these surveys aren’t just conducted for the sake of ticking a box but are woven into the fabric of the company’s culture. The key is not just collecting the data, but acting on it—this is where transformative change begins.

So, why should companies conduct these surveys?

To Listen and Learn: Employees are on the frontlines, experiencing the work environment daily. Their feedback offers an authentic picture of what’s really happening within the company.
To Build Trust: When employees see that their feedback leads to positive changes, it fosters a culture of trust, open communication, and mutual respect.
To Drive Innovation: Employees often know exactly where improvements can be made. By giving them a voice, companies can tap into innovative ideas that leadership may not have considered.

Springworks: A Case in Point

Springworks recently embarked on its own journey to understand employee experiences by conducting a comprehensive work culture survey. The survey reached 227 employees with a strong response rate of 73.56%, reflecting the company’s culture of openness and collaboration.

This survey allowed Springworks to dive deep into various facets of work culture—from psychological safety and workload manageability to recognition and inclusivity. Each question provided a unique lens into how employees felt about different aspects of their work life and the results gave leadership a clear direction for future improvements. Below, we’ll walk through 16 of the most insightful findings from the survey, sharing data points and actionable steps that your company can take to continue building a thriving culture.

1. Psychological Safety: Cultivating an Open Communication Culture

Question: “I feel safe and comfortable expressing my opinions, suggestions, and ideas in the workplace.”

Springworks Insights:

Data Point: 85% of respondents feel safe and comfortable expressing their opinions in the workplace. This reflects a strong culture of open communication and psychological safety.

Action Items:

Introduce “Idea Sharing” Channels on Slack: Create dedicated Slack channels where employees can freely share their ideas and suggestions. These channels should be monitored by HR or leadership to respond to suggestions, encourage feedback and recognize contributions. This initiative will help reinforce a culture of openness and ensure that employees feel heard.
Host Monthly ‘Open Office Hours’/‘Coffee Chats’ with Leadership: Organize informal monthly sessions where employees can meet with leadership either virtually or in-person. These sessions should be designed to allow employees to discuss their opinions, concerns and ideas in a relaxed and comfortable setting. This interaction can foster trust, transparency and a more approachable leadership team.
Implement a ‘You Said, We Did’ Communication Campaign: Regularly update the entire company on actions taken based on employee feedback. Use email newsletters, Slack announcements or town halls to showcase how employee suggestions have been implemented. This campaign will build trust and demonstrate that employee feedback is valued and acted upon.

2. Workload Manageability: Striking a Balance

Question: “Workloads are manageable and realistic.”

Springworks Insights:

Data Point: 69% of employees find their workload manageable, while 20% are neutral and 11% disagree. This suggests that while most employees feel their workloads are reasonable, there is room for improvement in ensuring workload balance.

Action Items:

Workload Pulse Survey with Optional Follow-Up: Implement a weekly anonymous Slack poll to gauge workload manageability, with an option for employees to provide their name if they wish to receive follow-up support. This approach maintains anonymity for those who prefer it while offering personalized support to those who need it.
Conduct Regular ‘Workload Review’ Meetings: Schedule quarterly one-on-one meetings between employees and their managers specifically to discuss workload. These meetings should focus on identifying challenges, adjusting task priorities or redistributing work to ensure a manageable workload for each team member.
Create a ‘Workload Support Request’ System: Develop an internal system or dedicated Slack channel where employees can request help if they feel overwhelmed. This system should enable managers to respond promptly by redistributing tasks, offering additional resources or adjusting deadlines to help balance workloads.

3. Addressing Favoritism: Ensuring Fairness for All

Question: “Issues of favoritism are rare in my workplace.”

Springworks Insights:

Data Point: 72% of employees believe favoritism is rare, with 17% neutral and 11% feeling favoritism exists. This indicates a generally positive perception of fairness but also highlights areas where further transparency could be beneficial.

Action Items:

Anonymous Feedback: Use anonymous surveys to gather honest feedback about favoritism in the workplace. This will ensure that employees can voice their concerns without fear of reprisal.
Open Communication: Promote transparent and written communication between employees and managers. Encourage clarity in expectations and feedback to minimize misunderstandings and perceptions of favoritism.
Clear Performance Metrics: Establish transparent performance goals and criteria from the start. Ensure everyone understands the metrics by which performance and success are measured to reduce bias and favoritism.
Data-Driven Decisions: Make key decisions, such as promotions and raises, based on objective data rather than subjective judgment. Use performance metrics and clear criteria to ensure fairness and reduce bias.

4. Pride in Work: Celebrating Achievements

Question: “I take pride in the work I do at my job.”

Springworks Insights:

Data Point: 87% of respondents take pride in their work, indicating strong personal investment and satisfaction with job roles.

Action Items:

Run a Detailed NPS Survey: Conduct regular or quarterly Employee Net Promoter Score (eNPS) surveys to assess pride and satisfaction. Use the results to identify areas for improvement and understand what makes employees proud of their work. Act on the feedback to enhance employee pride and engagement.

5. Inclusivity and Value: Making Everyone Feel Accepted

Question: “I feel accepted and valued for who I am at my company.”

Springworks Insights:

Data Point: 74% of employees feel accepted and valued, while 18% are neutral and 8% do not feel valued. This suggests that while most employees feel valued, there is a need for more focused inclusivity efforts.

Action Items:

Host Virtual ‘Inclusion Days’: Organize quarterly virtual events to celebrate diverse cultures, backgrounds and experiences. These events could include guest speakers, panel discussions, or interactive workshops, and should encourage employees to share their stories and perspectives.
Implement Regular ‘Inclusivity Check-Ins’: Schedule periodic one-on-one check-ins between employees and managers to discuss feelings of acceptance and inclusion. Use these sessions to address any concerns and make actionable improvements based on feedback.
Recognize Diverse Holidays and Celebrations: Acknowledge and celebrate a wide range of cultural and religious holidays within the company. This could involve virtual events, email shout-outs or sharing information about these celebrations to help employees feel valued and seen.

6. Manager Approachability: Strengthening Leadership Connection

Question: “My manager is approachable and has a likable personality.”

Springworks Insights:

Data Point: 88% of employees feel their manager is approachable, reflecting a strong manager-employee rapport.

Action Items:

Provide Manager Training on Communication and Emotional Intelligence: Offer workshops to improve managers’ communication skills, active listening, and emotional intelligence. This training will enhance their approachability and interpersonal effectiveness.
Implement ‘Open Door’ Virtual Hours: Establish regular virtual office hours where employees can drop in for informal conversations with their managers. These hours should be scheduled consistently to make it easy for employees to connect.
Create a Manager Feedback Loop: Use 360-degree feedback tools to gather anonymous input on manager approachability and interpersonal skills. Provide managers with targeted support and development based on this feedback.

7. Recognition: A Key to Employee Motivation

Question: “I feel recognized for my hard work and accomplishments.”

Springworks Insights:

Data Point: 63% of respondents feel recognized for their hard work, indicating a need to enhance recognition practices.

Action Items:

Align Recognition with Core Values: Ensure that recognition efforts reflect the company’s core values. Acknowledge behaviors and accomplishments that align with the company’s mission and values to reinforce the desired culture.
Promote Recognition Tool Usage: Encourage the frequent use of recognition platforms by running campaigns, setting examples and celebrating small wins. Make recognition a natural part of daily work to boost team morale and reinforce positive behaviors.

8. Leadership: Showing Genuine Interest in Employees

Question: “Leaders show genuine interest in employees as individuals.”

Springworks Insights:

Data Point: 78% of employees feel leaders show genuine interest in them as individuals, demonstrating effective leadership engagement.

Action Items:

Leaders’ “Coffee Chats”: Schedule informal virtual coffee chats where leaders meet with small groups of employees on a rotating basis. This setting allows for personal interaction and helps leaders understand employees beyond their work tasks.
Personalized Check-ins: Encourage leaders to conduct regular, short one-on-one check-ins with their direct reports. These check-ins should focus on employees’ well-being, personal goals and development, fostering a more personal connection.

9. Values Alignment: Walking the Talk

Question: “The values of the company are reflected in the way we work.”

Springworks Insights:

Data Point: 88% of respondents feel the company’s values are reflected in their work, showing strong alignment between company values and daily operations.

Action Items:

Values-Centered Onboarding: Incorporate company values into the onboarding process with activities or workshops that demonstrate how these values are applied in everyday work. Ensure that values are discussed during orientation and initial team meetings.
Values Champions Program: Create a “Values Champions” program to recognize and celebrate employees who consistently embody company values. These champions can lead initiatives that promote and reinforce company values.
Values in Internal Communications: Regularly reference company values in internal communications, such as emails, Slack messages or meetings. This practice will integrate values into decision-making and team behaviors.

10. Going the Extra Mile: Inspiring Innovation

Question: “I am willing to go the extra mile to achieve our goals due to the culture of innovation.”

Springworks Insights:

Data Point: 85% of employees are willing to go the extra mile due to the culture of innovation, reflecting high motivation and engagement.

Action Items:

Innovation Time Slots: Dedicate specific times, such as “Innovation Fridays,” for employees to work on passion projects, experiments or new ideas outside their regular responsibilities. This initiative encourages creativity and ownership of innovative solutions.
Cross-Functional Innovation Challenges: Organize quarterly innovation challenges where teams from different departments collaborate to solve company problems or propose new initiatives. Reward the best ideas with tangible incentives, such as project funding or public recognition.
Leadership-Supported Innovation Fund: Establish a small innovation fund where employees can pitch ideas for improving processes, products or culture. Approved ideas can access resources to bring them to life, demonstrating leadership’s commitment to innovation and encouraging creative contributions.

11. Positive Work Environment: Building Support Systems

Question: “The organization promotes a positive and supportive work environment.”

Springworks Insights:

Data Point: 88% of employees feel the organization promotes a positive and supportive environment.

Action Items:

Establish Peer Support Groups: Create peer-led support groups based on common interests, challenges or roles (e.g., remote work, mental health, working parents). These groups can meet regularly through virtual sessions or dedicated Slack channels, providing a safe space for employees to share experiences and support each other.

12. Communication Channels: Keeping Employees Informed

Question: “The organization’s communication channels keep employees informed about important updates and changes.”

Springworks Insights:

Data Point: 94% of employees feel well-informed about important updates and changes, indicating effective communication practices.

Action Items:

Slack Announcements Channel: Use a dedicated Slack channel for company-wide announcements and updates. Pin important messages and use tags or threads to categorize information, making it easy for employees to stay informed.
Live Q&A Sessions: Host monthly virtual town halls or live Q&A sessions where leaders share updates directly with employees and answer their questions. Record these sessions for those who cannot attend live, ensuring everyone has access to important information.

13. Learning and Development: Fostering Continuous Growth

Question: “The company provides enough opportunities for continuous learning and acquiring new skills.”

Springworks Insights:

Data Point: 74% of employees feel they have enough opportunities for continuous learning, highlighting a positive approach to professional development.

Action Items:

Dedicated Learning Time: Allocate specific “learning hours” during the workweek for employees to focus on skill development without the pressure of daily tasks. Encourage managers to support this initiative by allowing time for courses, certifications, or research.

14. Feedback: Cultivating Growth Through Constructive Criticism

Question: “My colleagues provide me feedback that helps me grow professionally.”

Springworks Insights:

Data Point: 78% of employees receive feedback that helps them grow professionally, reflecting a supportive environment for personal and professional development.

Action Items:

Feedback Exchange Partnerships: Pair employees with feedback exchange partners who provide regular, scheduled feedback focused on specific goals or areas of improvement. This reciprocal arrangement creates a structured and consistent feedback loop.

15. Suggestions: Ensuring Employee Voices are Heard

Question: “The organization effectively addresses employee suggestions and implements feasible ideas.”

Springworks Insights:

Data Point: 83% of employees feel their suggestions are effectively implemented, indicating a responsive approach to employee input.

Action Items:

Regular Updates on Suggestions: Provide regular updates through newsletters, team meetings or a dedicated section on the company intranet about which suggestions have been implemented. Explain any changes made and why some ideas may not have been feasible.

16. Team Effectiveness: Fostering Collaboration

Question: “My team works effectively together to achieve our goals.”

Springworks Insights:

Data Point: 86% of employees feel their team works effectively together, showing strong team cohesion and collaboration.

Action Items:

Structured Team-Building Activities: Schedule regular team-building activities, both virtual and in-person, focused on collaboration and problem-solving. Examples include virtual escape rooms, collaborative online games, or in-person workshops that require team cooperation.

The Way Forward

Creating a thriving, engaged workforce is not just about gathering data but transforming insights into meaningful actions. The findings from Springworks’ employee survey provide a clear roadmap for areas of improvement and strengths to build upon. By fostering psychological safety, balancing workloads, ensuring fairness and celebrating achievements, companies can create a workplace where employees feel valued, motivated, and proud of their contributions.

Each action item discussed here is more than just a suggestion—it’s a commitment to cultivating a culture where employees are seen, heard and supported. By implementing these strategies, organizations can not only address immediate concerns but also build a strong foundation for long-term success. It’s this proactive and thoughtful approach to employee well-being that will set companies apart, driving engagement, productivity and overall satisfaction.

Ultimately, a workplace where employees feel connected, empowered and recognized is not just a better place to work—it’s a better place to grow. The journey to creating such a workplace starts with taking the insights seriously, acting with intention and continually striving for improvement. Now is the time to take those first steps toward building a workplace where everyone can thrive.

Remember: Work culture surveys are not just a periodic task—they are a vital tool for ongoing improvement. Every organization can benefit from listening to its employees, acting on feedback and constantly evolving to create a more dynamic, supportive and successful workplace.

Let your employees’ voices guide the journey towards a brighter, more inclusive future.