Mr Strategy’s Culture Health Check tool

Mr Strategy’s Culture Health Check Every resignation letter is written long before it is handed in. The real exit begins the moment your best

Mr Strategy’s Culture Health Check

Every resignation letter is written long before it is handed in. The real exit begins the moment your best people stop feeling safe, stop feeling heard, or stop believing in the future you promised. Yet most leaders stay blind.

Why?

Because culture is invisible to those who benefit from it.

You measure sales. You measure costs. You track KPIs to the decimal.

But when was the last time you measured fear?

Or silence?

Or resentment wrapped in fake smiles?

That is where the Mr Strategy Culture Health Check comes in. This is part of the comprehensive current culture assessment – where we examine your current culture.

This is not another HR gimmick or “employee engagement” survey with rainbow charts and feel-good scores. This is a battle-tested, boardroom-level diagnostic tool designed to uncover what really drives or destroys performance.

It is built on three non-negotiables of any winning culture:

Psychological Safety, Process Integrity, and Belonging.

Each score reveals the emotional truth of your workforce. Each comment exposes what your staff whisper in break rooms, but will never say to your face.

This is your culture’s MRI scan. If your people are disengaged, sabotaging each other, or quietly planning their exit, this tool will show you.

Not later. Now. Run it, face it or act on it. Because what you do not measure, you cannot fix.

And what you ignore will one day take your company down, from the inside out.

You do not have a strategy problem. You have a culture that is choking it. When Mr Strategy is called to support strategy execution, he begins with this tool to assess your culture health.

This tool helps identify your blind spots. Use it or lose your best people.

Mr Strategy’s Culture Health Check tool

Pillar A: Psychological Safety

Without safety, people shut down. Innovation dies. Truth is avoided. People smile in meetings and resign in silence. This is the first signal of a broken culture.

*No.*	*Statement*	*Why it matters*	*Score (1–5)*	*Staff Comments*
1	I can express my views in meetings without fear of punishment.	Open dialogue drives better decisions. Fear kills creativity.
2	Leaders welcome constructive criticism.	Growth starts with feedback, not flattery.
3	It is safe to admit mistakes in this organisation.	No safety, no learning. Blame cultures destroy accountability.
4	I feel respected even when I disagree with authority.	Respect empowers contribution. Silence breeds resentment.
5	I trust my team to have my back when I take initiative.	Trust is the fuel of collaboration. Without it, people hoard ideas.
6	My mental health is supported through policies and actions.	Burned-out staff cannot build thriving companies.
7	Feedback is given regularly and constructively.	No feedback, no growth. Random praise is not development.
8	Failures are treated as learning, not weapons.	Weaponised failure leads to fear-based compliance.
9	I have access to HR or leadership if I feel unsafe.	People need real channels, not slogans.
10	Speaking up is encouraged and rewarded.	Voice drives ownership. Silence protects mediocrity.
Pillar A Score (out of 50):			__________

Pillar B: Integrity of Process

Fairness builds trust. If people believe promotions are political, everything else falls apart especially morale and retention.

*No.*	*Statement*	*Why it matters*	*Score (1–5)*	*Staff Comments*
11	Promotions and rewards are based on merit.	No fairness = no future. Meritocracy is non-negotiable.
12	Favouritism is not tolerated here.	Favouritism turns excellence into bitterness.
13	Poor performers are held accountable.	A players leave when B players are tolerated.
14	High performers are not sabotaged by jealous peers.	Internal sabotage is silent theft.
15	Processes are transparent and consistently applied.	Trust dies where opacity rules.
16	Conflicts of interest are disclosed and managed.	Hidden agendas ruin honest systems.
17	Ethics are enforced at all levels even the top.	Culture flows from the top. Ethics are not selective.
18	HR listens and acts on complaints fairly.	HR is the culture thermometer. Ignoring it leads to silent exits.
19	Our code of conduct guides real decisions.	Values must walk, not just talk.
20	Decisions are data-driven, not politically driven.	Politics reward manipulators, not performers.
Pillar B Score (out of 50):			_________

Pillar C: Belonging & Future Fit

People do not just want a job. They want meaning. Pride. A future. If your top staff feel unseen or uncertain, your strategy is already failing.

*No.*	*Statement*	*Why it matters*	*Score (1–5)*	*Staff Comments*
21	I feel like I belong in this organisation.	Belonging increases loyalty, pride, and performance.
22	Diversity and inclusion are actively embraced.	Exclusion limits perspective and growth.
23	My work is meaningful and aligned to my purpose.	Meaning drives discretionary effort.
24	I am recognised regularly for my contributions.	Recognition fuels engagement. Silence kills it.
25	There are clear pathways for growth here.	No growth path = quiet quitting.
26	I feel optimistic about my future in this organisation.	Hope is a strategy multiplier.
27	I would recommend this workplace to others.	Referrals are a culture’s report card.
28	Leaders communicate the company’s future.	People do not follow what they do not understand.
29	I feel connected to the mission and values.	Purpose alignment builds movement, not just work.
30	If I had a better job offer, I would still choose to stay.	This is the ultimate loyalty test.
Pillar C Score (out of 50):			__________

TOTAL CULTURE SCORE (Out of 150): __________

Interpretation Guide

Score Range	Culture Status	Interpretation
130–150	Thriving Culture	Safe, fair, future-focused. Keep nurturing it.
110–129	Functional but Fragile	Working but vulnerable. Small cracks are growing.
90–109	Stressed and Silent	Under pressure. People are disengaged or scared.
Below 90	Toxic & Costly	Red zone. Culture killing performance. Immediate action is needed.