Rating Scale
1
Strongly Disagree2
Disagree3
Neutral4
Agree5
Strongly AgreeStaff are supported to make appropriate decisions at their level within the organization.
Important decisions are communicated with sufficient clarity and context.
Decision-making processes support timely progress.
Teams are given the autonomy to carry out their responsibilities.
Reviews are done periodically to remove bottlenecks that drive delays.
Employees understand how their work is connected to organizational goals.
Employees receive the context needed to perform their work effectively.
There are established processes for cross-team communication on all projects and initiatives.
Organizational priorities are communicated and updated consistently.
Important updates are shared in a timely manner across multiple platforms to ensure staff understand changes.
We have established protocols for when to communicate by email, phone calls, huddles, Teams, and meetings.
Employees can raise concerns without fear of negative consequences.
Employees know how to share anonymous feedback to ensure continuous improvement.
Feedback is seen as an important part of development, and all levels of the organization intentionally seek feedback around their impact.
Feedback is acknowledged and responded to appropriately.
Performance feedback is shared consistently, giving employees an accurate understanding of their impact on the team's success and the organization's mission.
Onboarding reflects the organization's mission and values: innovation, impact, relationships, and intention.
Employees receive 30, 60, and 90-day plans to ensure they are adequately trained in processes and systems.
New employees are supported by mentors to help build internal and external connections within the first 30 days.
Employees understand where to go for support during onboarding.
Materials, office space, and system access are ready for employees on day one.
Onboarding prepares employees to navigate organizational systems and expectations.
I have a clear understanding of what success looks like in my role.
With a new project, clear responsibilities are shared immediately.
Employees are given the tools and resources to own their objectives.
Performance concerns are addressed constructively and in a timely manner.
If I miss a goal, there is a clear process to discuss what happened and how to fix it.
Performance standards are applied the same way to everyone on the team.
When I do something well, I am thanked or praised in a way I appreciate.
Employees feel their work is valued.
Recognition occurs consistently across teams and departments.
Recognition reinforces behaviors that contribute to organizational effectiveness.
Employees understand what behaviors and contributions are most valued.
Recognition practices feel fair across teams and roles.
Meetings have clear objectives and intended outcomes.
The right people are included in meetings when needed.
Meetings result in clear decisions, next steps, or ownership.
Employees understand their role and expected contribution during meetings.
Team discussions allow for all perspectives to be heard.
Communication following meetings supports execution and follow-through.
Employees know who to talk to if they have a problem with a teammate or a leader.
Conflict is addressed constructively within the organization.
Employees feel comfortable raising concerns when issues arise.
Workplace concerns are addressed before they escalate unnecessarily.
Processes for handling conflict are generally fair and consistent.
After a conflict is settled, I feel like I can go back to work without hard feelings.
Employees receive adequate support and development opportunities.
Expectations for growth and development are clearly communicated.
Employee development is viewed as an ongoing organizational priority.
Employees have access to the tools and support needed to improve performance and effectiveness.
Employees understand the purpose behind organizational changes.
Change efforts are communicated with sufficient clarity and transparency.
Employees have opportunities to ask questions during periods of change.
Organizational changes are implemented in a coordinated and organized manner.
Leaders help teams adapt effectively during periods of change.
Lessons learned from previous changes are used to improve future implementation efforts.
Organizational norms support a positive employee experience.
Day-to-day experiences generally align with the organization's stated values.
Collaboration across teams supports organizational effectiveness.
Employees are treated with respect across the organization.
I am generally satisfied with my experience working at this organization.
I would recommend this organization as a healthy place to work.
Open-Ended Questions
These questions give you space to share perspectives that the rated items may not fully capture.
Your Assessment Results
Based on your responses. Sections with lower scores represent the strongest opportunities for organizational improvement.
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Downloading saves a personal copy of your results.
Your responses are confidential and used only to support your organization.