Team and Organizational Culture Assessments

Bloom Inc.

We help medium-to-large organizations turn culture into a measurable business asset. Our licensed psychologists and organizational consultants blend evidence-based assessment with practical change design. We don’t just “survey and leave”—we diagnose what’s really driving (or blocking) performance, translate findings into plain language, and co-build a roadmap you can execute next quarter.

Why they’re valuable

• Predict performance: Culture explains variance in execution quality, safety, innovation, and customer experience—often more than structure or strategy alone.
• De-risk growth: Assessments surface misalignments (e.g., incentives vs. values, role ambiguity, decision bottlenecks) before they stall launches or M&A integrations.
• Improve retention & recruitment: Measuring psychological safety, manager behaviors, and career pathways gives you levers to reduce regrettable attrition and sharpen your employer brand.
• Speed up decisions: Clear readouts on norms, communication networks, and decision rights cut cycle time and rework.
• Make DEI real: Data shows where inclusion breaks down (team by team), allowing targeted interventions—not generic training.

What we typically assess (and how)

We tailor the toolkit to your goals. A typical engagement blends 3–5 of the following:

1. Culture & Climate
• Competing Values Framework / OCAI, Denison Culture Survey, Barrett Values Assessment, OCI/OEI (Human Synergistics)
• Psychological Safety Scale (Edmondson), Engagement & eNPS pulse, Gallup-style manager items
• Burnout & Stress: MBI, PSS, workload & role-clarity indices
2. Leadership & Team Dynamics
• 360° leadership feedback (custom or with validated item banks)
• Personality & derailers: Hogan HPI/HDS/MVPI, NEO-PI-3
• EQ & interpersonal: EQ-i 2.0, FIRO-B, TKI (conflict modes)
• Team tools: Team Emotional Intelligence Survey; collaboration & decision-quality checklists
3. Ways-of-Working & Network Health
• Organizational Network Analysis (ONA): maps influence, collaboration load, silos, hidden experts
• Process diagnostics: decision rights (RACI), meeting cadence, handoff quality, cycle time
• Qualitative insight: executive interviews, manager focus groups, frontline listening sessions, artifact review (OKRs, SOPs, comms)
4. Ethics, Safety, & Risk Culture (as relevant)
• Safety climate indices, near-miss reporting norms, speak-up behaviors, values-to-incentives alignment

The d

Ready to get started?

If you share your goals (e.g., reduce attrition, speed releases, improve safety), we’ll suggest a right-sized assessment mix and outline a 90-day plan you can execute immediately—complete with metrics to prove ROI.

Case 1: SaaS Scale-Up (≈650 employees) — Post-Merger Friction

Challenge: After acquiring a smaller competitor, the company saw release delays, duplicated work, and rising regrettable attrition among staff engineers.
Assessment Mix: Denison Culture + Psychological Safety Scale, ONA, 360s for 28 managers, product-ops process review, targeted interviews.
What we found:

• Two competing norms: “ship fast, iterate” vs. “perfect before release.”
• ONA showed three overloaded architect “hubs” acting as approval gates; psych safety dips in two squads with new managers.
• 360s surfaced unclear decision rights and conflict-avoidant leadership.
  Interventions:
• Defined decision rights (DARE/RACI) for product/engineering; set two release pathways (fast track vs. hardening track).
• Introduced weekly cross-squad “decision clinic”; coached 12 managers on constructive conflict using TKI profiles.
• Redistributed code review load; added two staff engineers to reduce hub overload.
  Outcomes (6–9 months):
• Release cycle time −22%, rollback rate −17%.
• Regrettable attrition −31% in engineering; internal mobility to staff/principal +18%.
• Offer acceptance +9% citing “clear advancement & team norms.”

Case 3: Multi-Site Manufacturing (≈1,200 employees) — Quality & Silo Busting

Challenge: Quality defects and warranty costs climbing; plants operated like separate companies.
Assessment Mix: OCAI + Denison, ONA across plants, supervisor 360s, process walk-throughs, engagement pulse, shop-floor interviews.
What we found:

• Strong local pride but weak cross-site knowledge flow; “heroic firefighting” celebrated over prevention.
• Supervisors lacked coaching skills; meetings consumed shifts without decisions.
  Interventions:
• Introduced “prevention first” operating norm with leading indicators (first-pass yield, near-miss reporting).
• Cross-plant communities of practice; monthly defect teardown with rotating facilitation.
• Supervisor academy (feedback, escalation, quick problem-solving); meeting redesign with decision logs.
  Outcomes (6–10 months):
• First-pass yield +12%, warranty cost −15%.
• Voluntary turnover −20% among skilled trades.
• Time-to-onboard new hires −25%; applicants citing “learning culture” up 30% in candidate surveys.