I lead [TEAM OR ORGANIZATION] and need a fair, practical culture assessment for [AUDIENCE]. Analyze the information below about [TIME PERIOD]: [EVIDENCE AND FEEDBACK]. Our stated values or operating expectations are [VALUES OR EXPECTATIONS], and the decision or conversation this will support is [PURPOSE]. Produce a 700-900 word culture report with these sections: observed strengths; recurring friction or risks; gaps between stated expectations and observed behavior; likely system contributors; and a 90-day action plan. Separate direct evidence from interpretation. Group recurring themes, but preserve meaningful disagreement instead of forcing a false consensus. Do not diagnose individuals, infer motives, identify anonymous respondents, or turn a small number of comments into a team-wide claim. For each priority issue, give: the evidence pattern, who experiences the impact, the operating behavior to change, one owner role, one first step within 30 days, a 60- or 90-day measure, and a risk if the action is not taken. Focus on observable working norms such as decision rights, meeting behavior, feedback, workload, escalation, recognition, inclusion, handoffs, and accountability. Recommend changes to systems and routines before recommending training or communications. End with a short discussion guide containing five questions a manager can use with the team. Ask up to three clarifying questions only if a required input is missing. Before answering, flag claims that are not supported by the evidence and identify any feedback that may require confidential HR, legal, or employee-relations handling rather than a team discussion.
Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [TEAM OR ORGANIZATION] | Name or describe the team whose culture you are assessing. | 18-person customer success team |
| [AUDIENCE] | State who will read the report, such as the leadership team or the whole department. | VP of Customer Success and team managers |
| [TIME PERIOD] | Enter the period covered by the feedback and examples. | April through August 2026 |
| [EVIDENCE AND FEEDBACK] | Paste anonymized survey themes, interview notes, operating metrics, and concrete examples. | Pulse survey: 11 of 18 cite unclear priorities; three interview notes say decisions reverse after meetings; on-call coverage missed twice. |
| [VALUES OR EXPECTATIONS] | List the team's stated values, principles, or expected working norms. | Customer ownership, direct feedback, sustainable pace, and decisions close to the work |
| [PURPOSE] | Explain the meeting, decision, or improvement effort the report will support. | Set priorities for the next quarterly operating plan |
How to use
- Collect anonymized themes alongside operating evidence such as missed handoffs, attrition patterns, or decision-cycle time.
- Paste the evidence without names or details that could expose individual respondents.
- Check that each conclusion reflects a pattern, not one memorable comment, and assign action owners by role.
- Follow up with: “Convert the 90-day plan into a manager checklist with weekly, monthly, and quarterly routines.”
Variations
Culture survey analysis
Use this when you have open-text survey responses to summarize.
Analyze these anonymized culture-survey responses from [TEAM]: [RESPONSES]. The survey question was [QUESTION], and there were [RESPONSE COUNT] responses. Produce a theme table with theme, supporting pattern, counterpoint, likely impact, and confidence level. Then propose three discussion questions and three testable actions. Do not identify respondents, quote unique wording that could reveal someone, or treat a minority view as universal. Ask up to 3 questions only if required inputs are missing. Check that every theme is supported by more than one response or is marked as isolated.
Manager discussion
Use this when preparing a candid team conversation about a known tension.
Help me facilitate a 45-minute team discussion about [CULTURE ISSUE] on [TEAM]. Context: [FACTS AND FEEDBACK]. Create an agenda with opening context, ground rules, three evidence-based questions, a way to collect dissenting views safely, and a closing commitment process. Include language that avoids blame and does not promise outcomes I cannot control. Ask up to 3 questions only if an input is missing. Check that the agenda distinguishes listening from deciding and gives participants a clear next step.
Culture action plan
Use this when leadership has already agreed on the problem and needs execution detail.
Create a 90-day culture improvement plan for [TEAM] focused on [PRIORITY BEHAVIOR]. Current evidence is [EVIDENCE], and constraints are [CONSTRAINTS]. Produce a table with action, owner role, weekly or monthly cadence, proof of adoption, outcome measure, and risk. Include no more than five actions, prioritizing changes to decision rights, rituals, workload, or feedback loops. Do not invent baseline data. Ask up to 3 questions only if necessary. Check that each action has an observable behavior and an owner able to carry it out.
Tips
- Use both qualitative feedback and operational evidence; comments alone reveal experience, while handoff failures or decision delays help test the pattern.
- Anonymize source material before pasting it, especially in small teams where a distinctive story can identify a person.
- Ask for owner roles, not names, until leaders agree that the recommendation is sound and resourced.
- Do not use AI to adjudicate harassment, discrimination, retaliation, or mental-health concerns; route those through the appropriate HR or legal process.
FAQ
Can AI analyze anonymous employee survey comments?
Yes, if your policies allow it and the comments are properly anonymized. It should summarize themes and uncertainty, not identify people or make employment decisions.
How much feedback is enough for a culture report?
A mix of survey responses, interviews, and operating examples is stronger than a handful of comments. Label conclusions as tentative when the evidence is thin.
Should I share the AI report directly with the team?
Usually refine it first with the leadership team and remove unsupported interpretations. Share the evidence, commitments, and next steps in language employees can challenge.