Measure and understand your organizational culture.
Get a clear view of your culture’s strengths, experience gaps, and key areas for improvement through an anonymous survey.
Culture State is software: you set up the assessment yourself, participants answer online, and your report appears directly in Culture State — no consultant needed.
5–10 minutes to respond · no participant login · report ready when responses are collected
Anonymous responses · Group-level reporting only · GDPR-compliant
Culture StateCulture State reportOrganization
Example Company Ltd
OCHI
Culture health
HealthyOCCI
Culture cohesion
WatchIllustrative difference between leadership and employees on decision clarity.
Three questions every company should be able to answer
Culture State turns anonymous feedback into evidence-backed answers to the three questions that decide what happens next.
Health
How well does our culture support people and performance today? A clear reading across eight culture areas.
Alignment
Do leadership, managers, employees and units experience the organization in the same way — and where do they differ?
Focus
What deserves attention next? Evidence-backed development priorities, ordered by how much they matter right now.
Go from a first reading to deeper company insight
Choose the level of analysis your organization needs. Every plan uses the same anonymous assessment and documented framework.
Quick Check — Free
Establish your organization-wide starting point with a culture health score and executive summary.
Culture State Lite
Understand culture health and cohesion, recurring patterns, cooperation and clear priorities for action.
Culture State Full
See where experiences differ between roles or organizational groups and direct action with deeper evidence.
The analysis included depends on your plan and on the dimensions collected in the assessment.
Different groups often experience different companies
Leadership, managers and employees may all be describing the same organization while experiencing it differently. What matters is not the average score but where perspectives diverge.
Leadership perspective
Those who make decisions often experience the organization as more open, clear and participatory than those the decisions affect.
Manager perspective
Managers sit between strategy and execution, and often feel the tension of both before either side does.
Employee perspective
The same change, communication or priority can land differently across teams, locations and roles.
Why it matters
Understanding these differences early gives leadership time to adjust communication, decisions and support before they affect everyday work.
How this differs from an employee survey
Employee surveys and eNPS tell you how satisfied people are. Culture State helps the organization understand why experiences differ — and what deserves attention because of it. The two work well together.
Why experiences differ
Not just the average score, but where leadership, managers, employees, units and locations see the company differently — within the same assessment, when groups are large enough.
How cooperation works
Whether cooperation holds vertically, horizontally and across teams — or only in some directions.
Which conditions repeat
Recurring organizational patterns that appear when several findings point the same way.
What deserves attention
Evidence-backed priorities, with the findings that justify each one.
An employee survey measures the mood. Culture State explains the pattern behind it.
See what your report looks like
Every assessment produces the same leadership-ready structure — not a spreadsheet of answers.
Culture health overview
Culture
74
Leadership
71
People
74
Change
69
OCHI 72
Illustrative report excerpt
Culture Health Overview
One score and eight categories tell you where the organization stands today.
Experience differences by role
Gap: 28 pts
| Leadership Team | Managers | Employees | |
|---|---|---|---|
| Communication | 86 | 71 | 58 |
| Decision making | 83 | 66 | 55 |
| Participation | 79 | 63 | 52 |
Illustrative report excerpt
Culture Cohesion Analysis
See where leadership, managers and employees describe a different organization.
Communication
Watch
72
Observation
Employees rate communication 28 points lower than leadership (58 vs. 86). Managers sit in between at 71.
Interpretation
The stepwise decline suggests that information loses clarity as it moves through the organization.
Recommendation
Test understanding, not only delivery: ask employees to explain the latest important decision and its reasoning.
Illustrative report excerpt
Leadership Insights
Observation, interpretation and recommendation for every finding that matters.
How it works
This is how organizations gain value from Culture State. It is a way of working, not a mandatory process — you decide the pace.
- 01
Describe your organization
Add your roles, locations and units so results can be grouped. The questions are the same standardized framework for every company.
- 02
Listen anonymously
Leadership, managers and employees answer the same statements on a fixed scale, anonymously.
- 03
See the gaps
The analysis compares groups and surfaces where perspectives differ significantly.
- 04
Decide what comes next
Findings become prioritized recommendations, each tied to the evidence behind it — not a score sheet.
Who it is for
Built for organizations that want to understand how their culture works in practice and develop it deliberately. Leadership, managers and HR are its everyday users.
Designed primarily for organizations with 10+ employees.
You do not need several locations, formal units or a dedicated HR team. One organization-wide view and role-based insight are enough to start.
- Organizations with several teams or locations
- Growing organizations
- Organizations navigating change
- Leadership teams and managing directors
- HR and people functions
Consistent, documented and comparable
Weights, thresholds and interpretation ranges are defined before any result is produced, and the same framework is applied to every organization — so results can be trusted and compared over time.
- One shared model across eight culture areas
- Separate views for leadership, managers and employees
- Group-level reporting with minimum group sizes
- Results stay comparable from one round to the next
Privacy and anonymity
Data is processed under the GDPR, small groups are protected by reporting thresholds and no output attributes a finding to a person. No AI model processes your answers: results are produced by fixed, published rules and explained from a written interpretation library.
Get your company’s first clear culture reading
Start free, collect anonymous responses and see the organization-wide result before deciding whether you need deeper analysis.