How growth-ready is your culture? via CultureBoom

How growth-ready is your culture?

Take the test to learn your growth-readiness score and other KCIs (Key Culture Indicators)
Please note that to see your full KCIs report, you need to be customer of Cultureboom. However, it is free to take this quiz, and you'll receive your growth-readiness score shortly after you complete.

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Company Name
L1. What is your average yearly employee turnover?
Divide total separations by the average number of employees and multiply the answer by 100 to convert to a percentage. Suppose you lost 33 employees over the last 12 months out of an average workforce of 110. Divide 33 by 110 and multiply by 100 to find the employee turnover rate of 30 percent.
L2. What is your average employee tenure (in years)?
e.g. 1.8. Calculated in years, how long does an average recruit work for the company (excluding founders)?
L3. What percentage of your employees do you predict would opt-in to stay, if you had announced you won't be able to pay salaries for the next 2 months?
L4. What percentage of your employees do you predict would decide to leave, if they received a competing offer from a direct competitor that is 20% higher than their current salary?
L5. What percentage of your employees, would you fight hard to convince and keep in the company if they came to you with a decision to quit?

Over 90%80-90%70-80%60-70%50-60%40-50%30-40%20-30%10-20%less than 10%
AQ1. Calculate your referral to size ratio: How many high quality job applications do you receive per month, divided by your total workforce size?
Divide total number of high quality referrals by the total workforce size. Suppose you received 8 high quality job applications in average per month, divided by the total workforce size of 40. You would get 8/40= 20%

AQ2. How often do you get high quality referrals from existing employees?

	1	2	3	4	5

1 is Never, 5 is Frequently

CP1. How happy do you think the employees are working for your company?

	1	2	3	4	5

1 is They are miserable, 5 is Everyday is a blessing

CP2. As the founder (or a top level leader) how would you rate your "organizational health" considering factors such as a. ideal organizational structure b. management style c. communication style d. right people being in the right roles, among other factors?

	1	2	3	4	5

1 is Weakest Organizational Structure Possible, 5 is Strongest Organizational Structure Possible

CP3. Have you taken any conscious, planned actions or run projects to improve your culture before?

YesNo

A1. How much do you trust your employees to make decisions related to their domain but that effect the company?

	1	2	3	4	5

1 is Very Little (All decisions pass by me), 5 is Almost fully empowered (I allow them to make mission critical decisions in their domain, without my approval)

A2. Regarding how people are managed within the organization, which matches your reality best?

A. Founders set the vision and coach, the people develop the strategy and execute (manager as visionary & coach)B. Founders develop the strategy, people plan out the tactics and executeC. Founders develop the strategy and the tactics, people develop their tasks and executeD. Founders give tasks, follow-up on their execution (manager as a micro-manager)E. Founders find themselves doing other people's tasks

A3. Which polar opposite describes your organization the best?

	1	2	3	4	5

1 is People are afraid to make mistakes, are risk averse. , 5 is People risk failure & making mistakes to solve problems and improve the company.

A4. Regarding the average senior manager's relation with taking responsibility within the organization, which matches your reality the best?

A. Takes no responsibility - the burden to solve the problem rests on the leaderB. Leader solves the problem the rest watches & learnsC. Describes the problem, asks for leader's help to solveD. Generates options and recommendations, asks the leader for a decisionE. Considers options, makes decision & informs the leader after

A5. Which one describes your organization the best?

	1	2	3	4	5

1 is Leaders spend most of their time motivating or coercing (carrots & sticks)., 5 is Leaders spend most of their time inspiring and enabling (showing purposes, giving autonomy, trusting mastery)

M1. Do people in the organization acknowledge their peers as "masters" of their own domains? (i.e. are the key people considered experts?)

	1	2	3	4	5

1 is Not at all, 5 is Definitely

M2. How would you describe your orientation / onboarding practices today?

	1	2	3	4	5

1 is We've spent no conscious effort, 5 is It's the best it can be

M3. How would you describe your training / skill building practices today?

	1	2	3	4	5

1 is We don't invest in skill building or training opportunities at all. , 5 is We invest heavily on skill building & create abundant opportunities for the technical and self improvement of employees.

M4. How much does your staff value "learning" as a core skill?

	1	2	3	4	5

1 is We make no conscious emphasis on the role of "learning" as a core skill., 5 is Our staff lives and breathes "learning"

AL1. In good cultures people agree on company values without the need for written statements on the walls. If we were to ask the employees the top 5 values of your organization, how aligned people's answers would be?

	1	2	3	4	5

1 is Not aligned at all, 5 is Almost perfectly aligned

AL2. If we were to make an employee poll today and ask everbody about the "Why's" of your business (e.g. the vision, the mission, the strategy to get there) how aligned do you think the answers would be?

	1	2	3	4	5

1 is Not aligned at all, 5 is Almost perfectly aligned

P1. How often do employees openly mention what a privilege it is to work in your organization remarking about the positive aspects?

	1	2	3	4	5

1 is Never, 5 is Almost Every Week

P2. How often do a group of people share a "LOL" moment in the office?

A. Multiple times everydayB. A few times a weekC. A few times a monthD. Less than once a monthE. Almost never
P3. How often do employees hang out together outside of work?

A. Almost everydayB. A few times a weekC. A few times a monthD. Once a monthE. Less than once a month

P4. How much of a role does gossip play in the dispersal of important information?

	1	2	3	4	5

1 is Very small role, 5 is Very big role

P5. For an average employee, what percentage of his/her time is spent on office politics? (i.e. "managing" relationships)

C1. Good cultures are able to create the atmosphere for functional disagreements. They use disagreements to increase the quality of decisions. How easy and openly do you think people can disagree with their peers?

	1	2	3	4	5

1 is Disagreement is difficult and stressful, 5 is Disagreement is easy and calm

C2. Good cultures are able to create the atmosphere for functional disagreements. They use disagreements to increase the quality of decisions. How easy and openly do you think people can disagree with their managers?

	1	2	3	4	5

1 is Disagreement is difficult and stressful, 5 is Disagreement is easy and calm

C3. How often has disagreements lead to better decisions in the past?

	1	2	3	4	5

1 is Never, 5 is Very Often

HF1. What do you look for the most when making hiring decisions?

Similarity of past experience in previous rolesMatch of competency and skillsLearning and growth potentialCharacter qualities and valuesSelf motivation and driveAttitude and ease of communicationOther
HF2. How do you make decisions to fire an employee?

AttitudeWork ethicLearning speedWork performance / outputDecision making qualityMotivation (lack of)We almost never fireOther

PS1. How clean & tidy are shared areas such as the kitchen, lounge etc?

	1	2	3	4	5

1 is Unacceptable, 5 is Spotless

PS2. In average, how happy are people with the physical space they work?

	1	2	3	4	5

1 is Very unhappy, 5 is Very happy

How growth-ready is your culture?

Company Info