Company Culture Retrospective Template (Free)

Our Core Values

How well do our actions match the values we say we hold?

I feel our value of 'customer-first' is truly embodied in our product development process, as we constantly seek customer feedback and prioritize their needs.

While we claim to value 'innovation,' I sometimes feel that our processes and bureaucracy stifle creativity and risk-taking.

Our value of 'transparency' is not always upheld, as important decisions are often made behind closed doors without involving the broader team.

Communication and Collaboration

How effective is our communication and collaboration across teams and departments?

I feel that communication between departments is often siloed, so it's hard to work toward common goals.

Our weekly team meetings give us a place to share updates and work through problems together.

While we have various communication channels, the sheer volume of information can be overwhelming, and important messages sometimes get lost.

Leadership and Management

How effective is our leadership in setting the right tone and direction?

Our leaders truly embody the company's values and lead by example, which inspires us to uphold those values in our daily work.

While our leaders are knowledgeable and experienced, their top-down approach leaves us little room to make our own calls.

I appreciate the open-door policy. I can raise a concern with leadership without it becoming a big deal.

Innovation and Growth

How well does our culture support new ideas and professional growth?

I feel that our company truly values and rewards innovative thinking, as evidenced by the successful implementation of several employee-driven initiatives.

While we have access to training and development resources, the workload often makes it challenging to prioritize personal growth.

Our habit of experimenting and learning from failures has let us take calculated risks that paid off.

Employee Engagement

How engaged and motivated are employees in their work?

I feel a strong sense of purpose and connection to the company's mission, which motivates me to give my best effort every day.

While the work itself is fulfilling, the lack of recognition and appreciation from management can be demotivating at times.

The company's emphasis on work-life balance and flexible work arrangements has greatly contributed to my overall job satisfaction and engagement.

Diversity and Inclusion

How inclusive and welcoming is our culture for diverse perspectives and backgrounds?

I feel that our company truly values and celebrates diversity, as evidenced by the diverse representation across all levels of the organization.

While we have made strides in promoting diversity, there is still room for improvement in creating a truly inclusive environment where all voices are heard and valued.

The employee resource groups have made a real difference to whether people from underrepresented groups feel they belong here.

What is a Company Culture Retrospective?

A company culture retrospective asks your team to look at how the company actually works day to day and compare it with the culture it says it has. The board covers six topics: core values, communication and collaboration, leadership and management, innovation and growth, employee engagement, and diversity and inclusion. People add specific examples under each topic, such as a decision made behind closed doors or a mentoring program that works, so the discussion is about things that happened instead of general impressions. Anonymous input matters more here than in most retros, because culture feedback often touches on leadership. Close by picking one or two gaps to work on and giving each an owner. Culture changes slowly, so running the retro every quarter or twice a year is enough to see whether those actions made a difference.

Company Culture Retrospective Format

Our Core Values How well do our actions match the values we say we hold?: Core values are the beliefs a company says guide its behavior and decisions. Use this topic to check whether the company's actions and practices match the values it states. Encourage open, honest discussion, and ask for examples of both: where the company lives its values and where it falls short.
Communication and Collaboration How effective is our communication and collaboration across teams and departments?: How people communicate and work together shapes what the culture feels like day to day. Use this topic to look at how well information is shared and how well people cooperate across teams and departments. Ask for good examples as well as the places where communication or collaboration could improve.
Leadership and Management How effective is our leadership in setting the right tone and direction?: Leaders and managers have a big influence on a company's culture. Use this topic to assess how well leadership sets the tone and direction, and whether it makes this a good place to work. Ask for constructive feedback and suggestions, and keep the discussion respectful and professional.
Innovation and Growth How well does our culture support new ideas and professional growth?: Long-term success depends on a culture that welcomes new ideas and helps people grow. Use this topic to look at how the company supports new ideas and risk-taking, and the chances people get to develop. Ask participants to share their own experiences and what would make it easier to try new things and grow here.
Employee Engagement How engaged and motivated are employees in their work?: Engagement has a big effect on how positive and productive a culture is. Use this topic to gauge how motivated, committed and satisfied people are in their work. Encourage open discussion of what helps or hurts engagement, such as recognition, autonomy and work-life balance.
Diversity and Inclusion How inclusive and welcoming is our culture for diverse perspectives and backgrounds?: Diversity and inclusion bring more ideas and perspectives into a culture. Use this topic to assess how the company promotes diversity, builds an inclusive environment and makes use of the perspectives people bring from different backgrounds. Encourage open, respectful discussion, and be mindful that some of this may be sensitive.

When to use this retrospective

For a periodic review of company culture, to find what's working and what isn't.
During organizational change, to hear how people are experiencing it.
As part of strategic planning, to check whether the culture supports where the company is heading.
When onboarding new employees, to show them how the company talks about its own culture.
After a major event, such as a merger or leadership change, to see how it affected the culture.

Ideas and tips for your retrospective meeting

Make it safe to be honest. Say up front that no one will be asked to defend a comment.
Invite people from different levels and departments; a culture review run only by managers sees half the picture.
Use anonymous input so people can criticize leadership without worrying about repercussions.
Leave with one or two actions and an owner for each, not a list of everything that could be better.
Call out the parts of the culture that work, so they're kept on purpose.
Repeat the retro every six to twelve months and compare the results.

Frequently asked questions

What is a company culture retrospective?

It's a team session where people compare the company's stated values with how it actually behaves, across values, communication, leadership, growth, engagement and inclusion. The team then picks the gaps that matter most and agrees on actions.

How often should you run a company culture retrospective?

Every quarter or twice a year suits most companies, since culture shifts more slowly than sprint-level issues. Keep your regular retros for day-to-day ways of working.

Who should take part?

Include people from across levels and departments, not only leaders. Culture looks different from each seat, and the gaps usually show up where those views disagree.

How do you keep a culture retrospective honest?

Collect ideas anonymously and ask for specific examples instead of general opinions. If leadership is likely to be a topic, have someone outside the leadership team facilitate.

What should come out of a company culture retrospective?

One or two concrete changes, each with an owner and a date to check on it. A long list of observations with no owner tends to confirm people's suspicion that nothing will change.