How to ask the right questions about culture in employee feedback

Understanding the importance of culture in feedback

The Role of Culture in Shaping Employee Feedback

Culture is at the heart of every organization. It shapes how people interact, make decisions, and share values. When employees provide feedback, their perspectives are influenced by the unique company culture they experience daily. Understanding this cultural context is essential for making sense of feedback and using it to drive meaningful change.

Work culture is not just about the visible activities or resources a company offers. It includes the unspoken rules, shared beliefs, and the sense of belonging that employees feel. Whether your team is from the same country or represents a diverse mix of backgrounds, cultural diversity brings a wide range of viewpoints and experiences. This diversity can be a powerful driver for learning about new ideas and fostering empathy and understanding among colleagues.

When organizations prioritize cultural awareness, they create an environment where people feel safe to express their opinions. This openness is crucial for honest feedback. Employees who see their unique backgrounds and values respected are more likely to share insights that can help shape the future of the company and even influence future generations.

Learning about culture in the workplace is not a one-time activity. It is an ongoing process that involves asking the right questions about culture, listening actively, and being willing to adapt. Companies that invest in understanding cultural fit and diversity are better equipped to support career growth, improve employee life, and achieve long-term success.

For a deeper look at how cultural activities and even simple things like volunteer shirts can impact employee feedback and sense of belonging, explore more resources on our blog.

Crafting effective questions about culture

Building questions that reveal real cultural experiences

Crafting effective questions about culture is essential for understanding how people experience your company culture, values, and sense of belonging. The right questions help uncover what makes your workplace unique and how cultural diversity shapes daily life at work. When designing questions about culture, consider the following:

• Be specific about cultural context: Instead of asking general questions, focus on how culture plays a role in specific situations. For example, "How does our company culture influence your approach to teamwork or problem-solving?"
• Encourage sharing of diverse perspectives: Invite employees to share experiences from their school, country, or previous workplaces. This helps you learn about cultural fit and the impact of cultural diversity on your team.
• Connect to daily activities and resources: Ask about how cultural values are reflected in work activities, learning opportunities, or available resources. For example, "Do you feel our training programs respect and reflect cultural diversity?"
• Explore sense of belonging and empathy: Use conversation questions that touch on inclusion, empathy, and understanding. "What makes you feel a sense of belonging here?" or "How do we support learning about different cultures within the company?"
• Consider the influence of country culture: For global teams, ask about how country culture or cultural context affects communication, decision-making, and career growth.

Types of questions to consider

• Open-ended questions: These allow people to share unique stories and insights, rather than just yes or no answers.
• Discussion questions: Use prompts that spark group conversations about cultural awareness and diversity.
• Reflection questions: Ask employees to reflect on how company culture has influenced their learning, career, or sense of success.

Using tools to support your approach

Leveraging structured tools like employee climate survey questionnaires can help you gather consistent feedback about cultural experiences across diverse teams. These tools are designed to measure aspects such as cultural fit, inclusion, and the impact of cultural activities. For more on how these surveys can support your feedback process, see this resource on understanding the role of employee climate survey questionnaires. By thoughtfully crafting your questions, you encourage meaningful conversations that help everyone learn about and shape your company’s unique work culture. This approach not only supports current employees but also helps build a foundation for future generations.

Encouraging honest and open responses

Building Trust for Genuine Cultural Insights

Creating an environment where employees feel comfortable sharing their thoughts about culture is essential for collecting meaningful feedback. When people sense belonging and trust, they are more likely to open up about their experiences, values, and perspectives on company culture. This is especially important in diverse workplaces, where cultural awareness and empathy understanding play a big role in shaping honest conversations.

• Clarify the purpose: Clearly explain why you are asking questions about culture. Employees should know how their feedback will be used to improve work culture and support future generations.
• Ensure confidentiality: Reassure employees that their responses are confidential. This helps reduce fear of negative consequences and encourages more candid answers about cultural fit, diversity, and company values.
• Use inclusive language: Frame questions in a way that respects cultural diversity and acknowledges unique backgrounds, whether someone comes from a different school, country, or life experience.
• Offer multiple ways to respond: Some people are more comfortable with written feedback, while others prefer discussion questions or group activities. Providing options increases participation and the quality of insights about culture.
• Demonstrate active listening: Show that you value employee input by following up on their suggestions and sharing how feedback will influence company success and resources.

Encouraging Open Dialogue Across Cultures

Open dialogue about cultural context and values can be challenging, especially in a company with employees from many countries and backgrounds. To foster honest responses, it helps to:

• Ask conversation questions that invite employees to share stories about their culture, country, or unique career path.
• Recognize and celebrate cultural diversity through activities and learning opportunities, making it clear that every perspective is valued.
• Encourage managers to model vulnerability by sharing their own experiences learning about different cultures and adapting to new environments.

When employees see that their voices matter and that cultural differences are respected, they are more likely to provide feedback that can drive positive change. For more on how group dynamics and benefits can influence openness in feedback, explore this resource on group hospital indemnity and employee feedback.

Common pitfalls when asking about culture

Missteps That Undermine Cultural Feedback

When gathering employee feedback about culture, it’s easy to fall into traps that can distort the real picture of your company culture. These missteps can limit learning about the diverse experiences and values people bring from different backgrounds, schools, or even countries. Here are some common pitfalls to watch out for:

• Vague or generic questions: Asking broad questions about culture, like “How do you feel about our work culture?” often leads to surface-level answers. Employees may not know what aspect of culture you’re referring to, making it hard to share meaningful insights about diversity, sense of belonging, or cultural fit.
• Ignoring cultural context: Not considering the unique backgrounds of your workforce—such as their country, school, or life experiences—can result in feedback that misses the mark. Culture plays a different role for everyone, and questions should reflect this diversity.
• Overlooking psychological safety: If people don’t feel safe to speak honestly, they may withhold their true thoughts about cultural issues. This can prevent learning about what really influences success, empathy, and understanding in your company.
• Assuming one-size-fits-all solutions: Applying the same activities or resources to every team, without considering their unique cultural makeup, can stifle innovation and limit the impact of feedback on future generations of employees.
• Failing to close the loop: Gathering feedback about culture without acting on it can erode trust. Employees want to see that their input leads to real changes in company culture and work activities.

To avoid these pitfalls, focus on crafting discussion questions that encourage employees to share their unique perspectives. Consider the cultural diversity within your organization and how culture influences daily work and career growth. By fostering open conversation questions and using feedback thoughtfully, you can build a stronger sense of belonging and drive meaningful cultural change.

Using feedback to drive cultural change

Turning Employee Insights into Cultural Action

Once you have collected feedback about culture, the real work begins: using those insights to shape and improve your company culture. Employee responses reveal how people perceive the current work culture, the sense of belonging they experience, and how well the company’s values align with their own. This information is essential for making meaningful changes that support diversity, inclusion, and a positive environment for everyone. Key steps for using feedback to drive cultural change:

• Analyze for patterns: Look for recurring themes in responses about cultural fit, diversity, and values. Are employees from different backgrounds or countries experiencing the culture differently? Identifying these patterns helps you understand the cultural context and where improvements are needed.
• Prioritize actions: Not all feedback can be addressed at once. Focus on areas that most impact employee well-being, sense of belonging, and the company’s success. For example, if many people mention a lack of resources for learning about other cultures, consider introducing activities or training that promote cultural awareness.
• Communicate transparently: Share what you have learned about culture from the feedback process. Let employees know which changes will be made and why. This builds trust and shows that their voices matter in shaping the future of the company.
• Implement and involve: Involve employees in making changes. Invite them to participate in discussion questions, activities, or committees focused on improving work culture. This encourages empathy, understanding, and a shared commitment to progress.
• Measure progress: Set clear goals for cultural change and track them over time. Use follow-up questions to see if employees feel a stronger sense of belonging, better understand company values, or notice improvements in cultural diversity and inclusion.

A company’s culture is not static. It evolves as people, values, and the broader cultural context shift. By actively listening to employee feedback and acting on it, organizations can create a more inclusive, diverse, and supportive environment—one where everyone has the opportunity to learn about each other, share their unique perspectives, and contribute to the company’s long-term success and the well-being of future generations.

Examples of insightful questions about culture

Conversation Starters for Deeper Cultural Insights

• How would you describe our company culture to someone from a different country or school background?
• What unique values or traditions do you think set our work culture apart from others you have experienced?
• Can you share an example of how cultural diversity has influenced your learning or career development here?
• In what ways do you feel a sense of belonging at work, and how could we improve this for people from diverse backgrounds?
• How does our company support or challenge your personal values and beliefs?
• Are there activities or resources that help you learn about the cultural context of your colleagues?
• What aspects of our culture make you proud to be part of this company, and what would you change to ensure success for future generations?
• How do you see cultural awareness and empathy influencing teamwork and decision-making in your daily life at work?
• Have you noticed any barriers to inclusion or cultural fit that might affect people’s experience or career growth?
• What discussion questions would you suggest to help us learn about and celebrate the diverse backgrounds within our team?

Using Questions to Foster Cultural Awareness

These questions are designed to go beyond surface-level conversation. They encourage employees to reflect on how culture plays a role in their work life, relationships, and sense of belonging. By asking about cultural fit, diversity, and shared values, organizations can gather meaningful feedback that supports a more inclusive and successful company culture.

Focus Area	Sample Question
Cultural Diversity	How does our team benefit from having people with diverse backgrounds and experiences?
Sense of Belonging	What helps you feel included and valued in our company?
Learning About Culture	What have you learned about culture or country culture from your colleagues?
Values and Success	Which company values do you see reflected in our daily activities and decision-making?
Cultural Influence	How do you think our work culture influences your career and personal growth?

When making feedback part of regular activities, organizations can build a culture of empathy, understanding, and continuous learning. This approach helps ensure that everyone’s unique perspective is valued, supporting both individual and company success.