Workplace Culture Risk Diagnostic
Assess your workplace culture health.
Free workplace culture risk diagnostic — heatmap across 8 dimensions with intervention priorities before exit interviews tell you what went wrong.
Workplace Culture Risk Diagnostic
This diagnostic benchmarks your organization's culture health against five dimensions: retention & engagement, policy & compliance infrastructure, leadership & management effectiveness, communication & psychological safety, and organizational risk indicators.
10 questions • 5 minutes • Instant risk score with actionable recommendations
What is your annual voluntary turnover rate?
A signal you can act on.
- 01A culture risk heatmap across 8 dimensions — retention, leadership, policy, ER
- 02Where you sit on the risk curve before exit interviews tell you
- 03The interventions that reset culture (and the ones that just generate slides)
- 04When a third-party diagnostic is the right next step
Where culture is about to break.
Ten questions score four risk dimensions, then roll up into a single risk band — healthy, warning, or intervention — with targeted recommendations on whatever scores lowest.
- 01Retention & engagement signals. Turnover rate, engagement-survey recency, and what exit interviews actually surface about leadership and fairness.
- 02Policy & compliance infrastructure. Policy currency, OHSA harassment-program maturity, and whether complaints run through a documented process.
- 03Leadership & management health. Manager training on people management and employment law, plus decision-making transparency.
- 04Risk indicators. Recent complaint volume and compounding events — restructuring, leadership churn, rapid growth, M&A — that subtract from the score because together they create the conditions for a culture crisis.
Leaders who want the warning early.
- 01CHROs and HR directors at 50–500 person companies who want a structured read on risk before exit interviews and complaints tell the story for them.
- 02COOs and founders after a turnover spike, a harassment complaint, or a leadership change — the moments when culture quietly starts to slip.
- 03Leaders ahead of a transaction fundraising, M&A, or a board-level culture review, where unaddressed people risk shows up as a diligence finding.
Culture Transformation — what comes after the report.
We lead the program, coach leaders, and hold accountability weekly until the new culture is embedded.
Questions, answered.
- What does the workplace culture diagnostic measure?
- It produces a culture risk heatmap across 8 dimensions — retention, leadership, policy, employee relations, psychological safety, DEI, manager capability, and feedback loops — with intervention priorities ranked by exposure.
- How is this different from an engagement survey?
- Engagement surveys measure how people feel. A culture risk diagnostic measures where culture is about to break — exit interview signal, litigation exposure, retention risk — and sequences the interventions that reset it. They complement each other.
- Who should run the culture diagnostic?
- CHROs, HR directors, COOs, and founders at 50–500 person Canadian companies. It is especially useful after a spike in turnover, a harassment complaint, a leadership change, or ahead of fundraising, M&A, or board-level culture reviews.
- What happens after the diagnostic?
- You get a heatmap with the first three interventions you should run. From there you can implement internally, bring in external support for a culture transformation program, or commission a deeper third-party diagnostic if the risk warrants it.
- Is the culture risk diagnostic free?
- Yes. The diagnostic is free, takes about seven minutes, and runs in your browser. You can walk the heatmap through with a culture partner afterward and leave with a sequenced intervention plan.
Diagnostic to direction in one conversation.
Walk your heatmap through with a culture partner — and leave with the first three interventions.