Assessta

Culture Alignment Report

Demo Co

Baseline Culture Assessment · Wave of 2026-04-01 · 42 respondents

Prepared by Assessta · assessta.com

AssesstaDemo Co · Culture Alignment Report

First look

What this report says

42 people rated how often Demo Co promotes each of its stated behaviors, and how often their coworkers actually do them. This page is the short version; everything behind it follows.

6.56

Culture Score · average rating, 1 to 10

1.41

Alignment Gap · promoted vs. practiced, lower is better

-2

eNPS · would recommend working here, −100 to +100

Where saying and doing come apart most

Raises concerns (Candor)
Promoted 6.6, practiced 4.1: a gap of 2.5.
Takes initiative (Ownership)
Promoted 6.1, practiced 4.5: a gap of 1.7.
Shares learnings (Customer Obsession)
Promoted 8.0, practiced 6.3: a gap of 1.7.

Summary

Demo Co has an Assessta Culture Score of 6.56 across 42 responses, with a Culture Alignment Gap of 1.41 and an eNPS of -2. The organization promotes its stated values more consistently than employees see them practiced, and the gap is widest on raises concerns.

To discuss with your leadership team

What gets in the way of raises concerns today, and who could remove it?
Is the Go-to-Market difference about the work itself, the leadership there, or how the values were rolled out?
Which one behavior would leadership most like to see move by the next pulse?

The pages that follow show every value and behavior, how answers were spread, group comparisons where at least 5 people responded, your trend line, and what employees wrote in their own words.

AssesstaDemo Co · Culture Alignment Report

Overview

About This Report

Most culture surveys measure a generic model of workplace culture. This one measures yours. Every behavior assessed here derives directly from Demo Co's own stated values and operating principles.

Each behavior is assessed with a paired-item design: one question asks how often the organization promotes the behavior, and the other asks how often coworkers actually do it. We call the two sides promoted and practiced. Both use the same 1–10 frequency scale (1 = Never, 10 = Always). The difference between the two is the gap between the culture you espouse and the culture people experience.

Your values, as measured

Ownership	We act like owners: we see problems, we fix them.
Candor	We say the hard thing, kindly and directly.
Customer Obsession	Every decision starts with the customer.

The survey also includes three employee loyalty questions (0–10) yielding an Employee Net Promoter Score, and one open-ended question whose verbatim responses appear at the end of this report.

Anonymity: responses are collected without names, emails, or device identifiers. Group breakouts are suppressed below 5 respondents.

AssesstaDemo Co · Culture Alignment Report

Results

Your Assessta Culture Score

6.56

Assessta Culture Score (1–10)

1.41

Culture Alignment Gap (mean |org − coworker|)

-2

Employee NPS (−100 to +100)

The Assessta Culture Score is the average of every paired frequency rating across all values. The Culture Alignment Gap measures the difference between how often the organization promotes a behavior and how often employees see coworkers demonstrate it. Lower is better. A high Culture Score with a large Alignment Gap means people rate the culture well but see the organization and their coworkers differently; both numbers matter.

Executive summary

Demo Co has an Assessta Culture Score of 6.56 across 42 responses, with a Culture Alignment Gap of 1.41 and an eNPS of -2. The organization promotes its stated values more consistently than employees see them practiced, and the gap is widest on raises concerns.

What am I looking at? The Assessta Culture Score is the average of every 1–10 frequency rating your employees gave. The Culture Alignment Gap is how far "how often the organization promotes it" and "how often coworkers actually do it" diverge on average. It is the say-do gap. eNPS is the classic loyalty measure: % promoters minus % detractors.

Want an expert walkthrough? A 60-minute debrief turns these numbers into an action plan with your leadership team. Book a debrief →

AssesstaDemo Co · Culture Alignment Report

Trajectory

Culture Over Time

This report establishes your baseline. Culture isn't a snapshot — it's a trajectory. The chart below shows where your measurement journey begins and the waves ahead, projected at your chosen cadence of every 3 months. Each pulse survey adds an eNPS point; each full re-assessment adds alignment and gap trend points.

Baseline established 2026-04-01 — your next pulse (2026-07) adds the first trend point.

Keep the line moving. Pulse surveys reuse your standard questions and take employees ~2 minutes. Set your cadence from the dashboard, or ask us to run the next round for you →

AssesstaDemo Co · Culture Alignment Report

Values

Values Overview

How often the organization promotes each behavior (promoted) vs. how often coworkers actually do it (practiced). A gap between the bars is the alignment measure: it marks where stated culture and lived culture diverge.

Value	Organization	Coworkers	Gap
Ownership	6.77	5.24	1.54
Candor	7.20	5.45	1.75
Customer Obsession	7.81	6.87	0.94

AssesstaDemo Co · Culture Alignment Report

Behaviors

Behaviors in Detail

Every assessed behavior, grouped by value. The line connecting the dots is the gap between how often the organization promotes the behavior and how often coworkers practice it.

AssesstaDemo Co · Culture Alignment Report

Behaviors

Behaviors in Detail (continued)

Strongest alignments

Behavior	Gap
Customer first	0.19
Direct feedback	0.96
Follows through	1.38

Largest gaps

Behavior	Gap
Raises concerns	2.53
Shares learnings	1.69
Takes initiative	1.69

Highest scoring

Behavior	Avg
Customer first	7.53
Direct feedback	7.31
Shares learnings	7.15

Lowest scoring

Behavior	Avg
Takes initiative	5.30
Raises concerns	5.34
Follows through	6.71

Insights

The largest say-do gap is "Raises concerns" (organization 6.6 vs. coworkers 4.1): it is talked about more than it is done.
Customer Obsession is the most aligned value, with a gap of 0.94 between promotion and practice.
Every behavior is promoted at least as much as it is practiced.
Go-to-Market rates the culture lowest overall (6.19); the other groups sit above it on every value.

Considerations

What gets in the way of raises concerns today, and who could remove it?
Is the Go-to-Market difference about the work itself, the leadership there, or how the values were rolled out?
Which one behavior would leadership most like to see move by the next pulse?

AssesstaDemo Co · Culture Alignment Report

Detail

Response Distributions

The box covers the middle 50% of responses; the heavy line is the median. Narrow boxes mean broad agreement; wide boxes mean varied experiences worth exploring in the debrief.

Takes initiative

Promoted How often does your organization promote taking initiative without being asked?

Practiced How often do your coworkers take initiative without being asked?

Follows through

Promoted How often does your organization promote following through on commitments?

Practiced How often do your coworkers follow through on their commitments?

Direct feedback

Promoted How often does your organization promote giving direct, kind feedback?

Practiced How often do your coworkers give you direct, kind feedback?

Raises concerns

Promoted How often does your organization promote raising concerns openly?

Practiced How often do your coworkers raise concerns openly rather than privately grumbling?

Customer first

Promoted How often does your organization promote putting customer impact ahead of internal convenience?

Practiced How often do your coworkers put customer impact ahead of internal convenience?

Shares learnings

Promoted How often does your organization promote sharing customer learnings widely?

Practiced How often do your coworkers share customer learnings with the wider team?

AssesstaDemo Co · Culture Alignment Report

Loyalty

Employee Net Promoter Score

-2

Combined eNPS

Question	n	eNPS	Avg
How likely are you to recommend Demo Co as a place to work to a friend or colleague?	42	2	7.26
How likely are you to discuss Demo Co's culture with friends or colleagues?	42	-7	7.17
How likely is it that you will still be working at Demo Co two years from now?	42	-2	7.36

By segment

Segment	n	Culture Score	Alignment Gap	eNPS
Engineering	14	6.70	1.25	5
Go-to-Market	14	6.19	1.68	-17
Operations	14	6.79	1.34	5

AssesstaDemo Co · Culture Alignment Report

Voice

In Their Own Words

What is the primary reason for your answers to the previous three questions?

“Leadership talks about the values a lot, but recognition still goes to firefighting.”

“We ship for customers, but internal tooling requests disappear into a void.”

“Leadership talks about the values a lot, but recognition still goes to firefighting.”

“Candor is improving since the new review format.”

“More follow-through from managers on commitments would help.”

“Candor is improving since the new review format.”

“My team lives these values daily. Other departments, less so.”

“Honestly the best team culture I have worked in.”

“My team lives these values daily. Other departments, less so.”

AssesstaDemo Co · Culture Alignment Report

Method

Method Notes

Paired items were derived from Demo Co's stated values and confirmed with your team before fielding. Ratings use a 1–10 frequency scale (1 = Never, 10 = Always). The Assessta Culture Score is the mean of every paired frequency rating. The Culture Alignment Gap is the mean absolute difference between organization and coworker scores. Box plot quartiles use the inclusive median-of-halves method. eNPS classifies 9–10 as promoters and 0–6 as detractors. Segment results are suppressed below 5 respondents to protect anonymity.

Wave-over-wave comparisons track each item by lineage: an item's trend continues only while its wording is unchanged. Reworded items restart their trend line by design.