CCulture Experts

Example report

Sample Culture Report: what a Culture Health Score looks like

A walk-through of the report you get from the free culture assessment — how the score is built, how to read each section, and what to do first.

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Illustrative example data. The scores below are a made-up example to show how the report works. They are not a real customer result and not a benchmark.

What is a culture report?

A culture report turns answers about how your organization really works into a picture you can act on. It shows an overall score, how each dimension of culture rates, which areas to protect, and which to fix first. The point isn't the number — it's knowing which behavior to change this quarter. Read more in What Is a Culture Assessment?

This report uses the same model as our free culture assessment: eight dimensions, each rated 1–5, combined into a 0–100 Culture Health Score with the formula (sum of ratings ÷ 40) × 100, rounded.

Example · Culture Health Score

63/ 100Healthy

Total 25 of 40 points → round((25 ÷ 40) × 100) = 63. Bands: 80+ Strong, 60–79 Healthy, under 60 At risk.

Dimension breakdown

  • Mission clarity4 / 5
  • Values alignment3 / 5
  • Leadership behavior4 / 5
  • Trust2 / 5
  • Accountability3 / 5
  • Communication2 / 5
  • Recognition4 / 5
  • Continuous improvement3 / 5

How to read this report

  1. Start with the band, not the number. A 63 is Healthy: the foundations work, but some gaps carry real risk.
  2. Look at the spread. Here, ratings range from 2 to 4. Strong mission and leadership scores alongside weak trust and communication usually mean leaders believe the message is landing when it isn't.
  3. Find the dependency. Trust tends to come before accountability and candor. Fix the dimension the others depend on first.
  4. Pick one action per quarter. Re-measure with the same questions to see whether it moved.

Strengths (4–5)

Protect these — make sure no upcoming change undermines them.

  • Mission clarity4/5
  • Leadership behavior4/5
  • Recognition4/5

Risks (3 or below)

Lowest first. These are where culture is most likely drifting.

  • Trust2/5
  • Communication2/5
  • Values alignment3/5
  • Accountability3/5
  • Continuous improvement3/5

Where to start

Each risk dimension comes with one concrete action you can run this quarter — the same actions the live report gives.

Trust · 2/5

Open your next team meeting by naming a mistake you made this month and what it cost. Then stop talking.

Communication · 2/5

Ask the three people furthest from leadership what decision surprised them most this quarter. Fix that path first.

Values alignment · 3/5

List your last five promotions. Name the behavior each one rewarded. If it isn't on your values list, your real values are the promotions.

Accountability · 3/5

End every meeting with decision, owner, date written down. Read last week's list out loud before starting the new one.

Continuous improvement · 3/5

Run a 20-minute retro on your last missed commitment. Change exactly one process, and say out loud what you changed.

Prioritized next steps

  1. Take the free culture assessment to get your own score — no email needed for the score.
  2. Learn what to measure and why in What Is a Culture Assessment?
  3. Turn your lowest dimension into behaviors and rituals with the Culture Framework.
  4. Run the conversation with templates and worksheets.
  5. Go deeper with your team using the Culture Questions Library.

Culture report FAQ

What does the Culture Health Score mean?

It combines your eight dimension ratings into one 0–100 number. 80 or higher is Strong, 60–79 is Healthy, and below 60 is At risk. The score is a starting point for a conversation, not a grade — the dimension breakdown tells you where to act.

How often should we re-run the assessment?

Quarterly works for most teams. Use the same eight questions each time so you can tell whether the actions you took actually moved the dimension you targeted.

How is this different from an engagement survey?

Engagement surveys mostly measure how people feel about their job. A culture report looks at how work actually gets done — whether values match what is rewarded, whether commitments are kept, whether people speak up — and points to specific behaviors to change.

Is this a real company's report?

No. Every number on this page is illustrative example data, chosen to show how a mixed result reads. Take the free assessment to see your own.

See your own culture report

Eight questions, about three minutes.

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