Enhancing Employee Experience Through Organizational Culture Reviews

Leading organizations increasingly recognize that investing in the employee experience is not just a “nice to have”, but a strategic necessity. Organizational reviews are valuable tools for workplace improvement, with different types serving distinct purposes. System and process reviews assess structure, processes, and performance to ensure alignment with strategic goals, while culture reviews examine the values, beliefs, and norms that shape behavior and drive effectiveness. Sometimes, a combined approach is needed. This article focuses on culture reviews, which enhance the employee experience by evaluating internal dynamics, proactively surfacing concerns, and providing leadership with actionable insights to strengthen workplace culture.

What is an Organizational Culture Review?

Unlike a workplace investigation—which is a complaint-driven process focused on a specific incident—an organizational culture review takes a broader, more holistic approach. A culture review evaluates overall workplace culture and qualitative aspects of the employee experience, aiming to generate improvement-focused recommendations rather than corrective actions.

The process involves gathering employee insights about their work experiences. Based on these findings, the reviewer identifies areas of concern, potential liability, or deviations from legal requirements and best practices. The organization can then use the results to recognize where improvements are needed and address the reviewer’s tailored recommendations.

What are the Benefits of Organizational Culture Reviews?

For employers, culture reviews enable a shift from reactive problem-solving to proactive culture-building. When properly executed, they offer a range of benefits, including:

• Aligning the lived employee experience with organizational values;
• Highlighting risks and mitigating legal issues before they escalate;
• Improving employee engagement, retention, and productivity;
• Uncovering issues that leadership may be unaware of; and
• Identifying barriers to inclusion.

For employees, culture reviews improve their experience by:

• Providing a structured setting to express concerns, feel valued and heard, and seek support;
• Encouraging long-term, two-way communication;
• Demonstrating the organization’s commitment to continuous improvement;
• Building a culture of trust and transparency; and
• Welcoming workplace improvement proposals from a diverse range of perspectives.

How are Organizational Culture Reviews Conducted?

1. Determine the Scope of the Review

To prevent scope creep and an unwieldy process, the organization should clearly define the review’s scope by considering:

1. the specific topic(s) of focus (e.g., communication, leadership, workload, etc.); and
2. the desired output (e.g., a full report with findings and recommendations, a summary report for participants, and/or restorative processes to support cultural change).

2. Identify Preliminary Issues and Understand Context

Whether the reviewer is internal or external, they should identify contextual background to interpret employee insights effectively. A preliminary review of key information may include an organizational chart, key policies and procedures, and past complaints or assessments.

3. Interview Participants

The reviewer should meet with selected employees to provide an overview of the review process and discuss their workplace experiences. Participants should be informed about how their input will be used and what level of anonymity will be maintained—typically, participants are not identified in the final report.

Interviews should follow a consistent framework of open-ended questions aligned with the review’s scope. Well-drafted questions enable the reviewer to identify themes and compare employees’ responses. Participants may also share documents to supplement their input.

4. Make Findings and Recommendations

The reviewer analyzes the collected information, identifies key themes and issues, and prepares a report that sets out recommendations addressing each theme.

5. Communicate Findings and Implement Recommendations

It is crucial that organizations formally conclude the process by communicating the results of the review with employees and identifying the steps being taken in response. Culture reviews build trust by inviting open feedback—but that trust can be damaged if the organization fails to “close the loop.”

Next Steps

Any organization can benefit from an organizational review, whether it is related to systems and processes, or organizational culture. HR professionals should consider initiating a review after leadership transitions, periods of high turnover, or when informal concerns about morale arise.

If internal capacity or experience is limited, engaging an external reviewer can enhance credibility and offer employees a safe space to share candid feedback. An independent perspective may also uncover insights that internal reviewers might overlook.

By listening with intention and acting with purpose, organizations can turn feedback into fuel for a thriving, inclusive workplace.

Written by: Cooper Smither, Associate, and Nhi Huynh, Senior Associate, Williams HR Law LLP