Quiz: Does Your Workplace Culture Need a Little TLC?

Answer the following 12 questions. For each question, pick the answer that feels closest to your workplace’s reality, even if it’s not exact. 

At the end, count how many of each letter you chose to see if your business could use some human experience (HX) support!

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1. When employees have disagreements, how do those usually get resolved?

A) We encourage open conversations and try to address things quickly.
B) Usually, people talk among themselves and work it out informally.
C) Some issues linger longer than they should, but they eventually settle.
D) Conflicts tend to be ignored or avoided until they cause bigger problems.

2. How do new hires typically learn the ropes?

A) They receive a clear introduction, paired with resources and check-ins.
B) Mostly they learn by working alongside experienced team members.
C) They get the basics, but much is left up to their own discovery.
D) Training varies widely and often depends on who’s available at the time.

3. How would you describe the written policies and guidelines at your company?

A) We have documents that are regularly reviewed and shared with employees.
B) There are some policies, but they may be outdated or inconsistently applied.
C) We have minimal documentation, and not everyone is familiar with it.
D) Formal policies are scarce or informal, with most rules learned by example.

4. How clear is it to employees what their responsibilities are?

A) Roles and expectations are clearly defined and communicated.
B) Most people know their main tasks, but there’s some overlap or gray areas.
C) Responsibilities often shift, and people aren’t always sure who does what.
D) Job roles aren’t formally defined and can change depending on daily needs.

5. When an employee isn’t meeting expectations, what typically happens?

A) We have conversations to understand the issue and offer support.
B) It may take time before anyone addresses the issue directly.
C) Some performance concerns are quietly tolerated to avoid conflict.
D) Problems sometimes escalate before being addressed, if at all.

6. How would you describe your company’s atmosphere?

A) Collaborative and supportive, where people feel comfortable speaking up.
B) Generally positive, but sometimes communication could be clearer.
C) Occasionally tense or uncertain about roles and priorities.
D) Stressful or fragmented, with little consistent communication.

7. How confident are you about following employment laws and regulations?

A) We keep up-to-date and adjust our practices regularly.
B) We try to stay compliant but sometimes aren’t sure about specific rules.
C) We’re aware of basic requirements but lack clarity on details.
D) Compliance is a concern, and we don’t have a solid process in place.

8. How easy is it for employees to share ideas or concerns?

A) We have clear channels and encourage feedback regularly.
B) People share ideas mostly informally or when asked.
C) Feedback happens, but some employees might hesitate to speak up.
D) There’s little opportunity or safe space for honest input.

9. What opportunities do employees have to grow or develop new skills?

A) We provide ongoing training and encourage growth plans.
B) Growth opportunities exist but vary between team members.
C) Some training happens, but it’s not consistent or widely available.
D) There’s limited support for skill development or career growth.

10. How often do you review pay and benefits?

A) Regularly, to stay competitive and reward employees fairly.
B) Occasionally, mostly when prompted by feedback or market shifts.
C) Rarely, and we aren’t always sure how our packages compare.
D) Reviews happen infrequently, if at all, due to budget constraints.

11. When changes happen at work, how do you communicate with your team?

A) We share updates clearly and invite questions.
B) Important changes are usually shared in meetings or emails.
C) Communication can be inconsistent, and not everyone hears about changes promptly.
D) People often learn about changes secondhand or at the last minute.

12. How would you describe your leadership’s involvement in people management?

A) Leaders are actively engaged and prioritize supporting their teams.
B) Leadership steps in as needed but mostly focuses on day-to-day tasks.
C) People management is handled unevenly and sometimes falls through the cracks.
D) Leadership often delegates or avoids direct involvement with employee issues.

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So how did it go?

Mostly A’s: You’re on the right track to becoming a place where people wish they worked, with solid culture and HX practices that support your people well. A little fine-tuning with help from Workplace Harmony might make things even better.

Mostly B’s: You have some good foundations, and you’re not far off from excellence, but inconsistencies and informal processes could be causing avoidable stress. Luckily, focused HX support help can turn those into strengths. Reach out to us to see how we can electrify your team!

Mostly C’s: Uh oh! Your workplace culture shows some signs of strain. You might face unclear roles, spotty communication, and issues that linger without resolution. Getting support managing your talent would pay off in both the immediate and long-term sense. Fortunately, we’re here to help.

Mostly D’s: Alarm bells are going off! Your business is dealing with significant people challenges that could be undermining your team and your growth. Professional HR guidance can help you rebuild trust and clarity… and we’ve seen everything big and small. Reach out to us to see how we can help.

I Don’t Even Know: If you were overwhelmed by or completely unsure of your answers, that’s an answer, too! HR can become a big knot if you’re not sure where the end of the yarn is, but it doesn’t have to stay that way. We’ve seen it all! Let’s help you find the end of your rope (and not stay there).