Collect Employee Insights and Performance Data
Audit existing team feedback, exit interview data, hiring scorecards, and leadership observations to capture the current lived culture. Gather input from key staff members and historical performance reviews to identify existing positive rituals and cultural blind spots.
Gathering empirical baseline inputs ensures the culture framework is rooted in actual organisational dynamics rather than leadership wishful thinking. It strengthens the credibility of the framework across the workforce and uncovers unaddressed cultural risks.
A synthesised audit document containing anonymous team feedback, exit interview themes, and existing operational processes. The founder must demonstrate that inputs represent a cross-section of function, seniority, and tenure within the venture.
Five questions an expert would ask when reviewing your output
Use these to challenge assumptions, pressure-test your logic, and check the quality of this action's output in the context of the parent task and wider venture development.
- 1
What data sources beyond leadership opinions were consulted to uncover the true lived experience of the team?
- 2
How have you accounted for feedback from former employees who departed due to cultural mismatches?
- 3
What discrepancies exist between what the leadership team believes the culture is and what line staff report?
- 4
How do your historical performance review metrics align with or contradict your gathering of cultural data?
- 5
What evidence shows that your data gathering process avoided self-selection bias among participating employees?