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. The difference is the say-do gap. This is the short version; everything behind it follows.

6.56

Culture Score · average of every rating, 1 to 10

1.41

Alignment Gap · promoted vs. practiced, lower is better

-2

eNPS · % promoters minus % detractors, −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?

AssesstaDemo Co · Culture Alignment Report

Values

Your values, promoted and practiced

Each of your values, from the widest say-do gap to the narrowest. The indigo bar is how often the organization promotes it; the teal bar is how often coworkers actually do it.

Promoted Practiced

Candor

7.20

5.45

Ownership

6.77

5.24

Customer Obsession

7.81

6.87

Candor has the widest gap: promoted 7.20, practiced 5.45.

Value	Promoted	Practiced	Gap
Candor	7.20	5.45	1.75
Ownership	6.77	5.24	1.54
Customer Obsession	7.81	6.87	0.94

A positive gap means promoted more than practiced. A negative gap means people see the behavior more than the organization asks for it.

AssesstaDemo Co · Culture Alignment Report

Behaviors

Every behavior, side by side

One row per behavior, grouped by value. The length of the line is the gap between how often the organization promotes it and how often coworkers practice it.

Promoted Practiced

12345678910

Ownership

Takes initiative

4.45 6.14

Follows through

6.02 7.40

Candor

Direct feedback

6.83 7.79

Raises concerns

4.07 6.60

Customer Obsession

Customer first

7.43 7.62

Shares learnings

6.31 8.00

12345678910

What stands out

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.

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

Loyalty

Employee Net Promoter Score

-2

Combined eNPS · across the three loyalty questions

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 group

Group	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

Trajectory

What happens next

This report is your baseline. Short pulse surveys add an eNPS point between full rounds, and the next full survey shows whether each gap moved. Every value and behavior keeps its identity across rounds, so the comparison is like for like.

July 2026 pulse
October 2026 pulse
January 2027 pulse
April 2027 full survey

Planned at your cadence of every 3 months; change the rhythm any time from the dashboard.

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

Appendix

How answers were spread

Each behavior was asked two ways: how often the organization promotes it, and how often coworkers actually do it, both on the same 1–10 frequency scale (1 = Never, 10 = Always). The box covers the middle 50% of answers; 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

Appendix

Your values, as measured

Every behavior in this report was drawn from Demo Co's own stated values and confirmed by your team before fielding.

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.

Method notes

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 the promoted and practiced scores. Box plot quartiles use the inclusive median-of-halves method. eNPS classifies 9–10 as promoters and 0–6 as detractors. Responses are collected without names, emails, or device identifiers, and group 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.