Workplace Culture Audit

Added Jul 2026 3 design docs

Two teams can offer the same salary, the same designation and the same working hours, and still one of them loses half its people in a year while the other has a waiting list. The difference is culture, and in most small Indian organisations culture is discussed endlessly in corridors but never actually measured. When someone resigns, the exit conversation produces a polite reason and no data, so the same problem repeats with the next hire. An audit changes that by turning vague complaints into scored dimensions that a founder can act on.

The intern runs a full culture audit for one real host organisation, such as a college society, a student-run venture or a small local business, with written permission and complete anonymity for respondents. They design a 30-item anonymous survey in google-forms mapped to six culture dimensions, gather at least 45 responses, run four listening sessions, and build an excel workbook that cleans the data, computes a weighted Culture Health Index out of 100, calculates an employee net promoter score and produces a red-amber-green heatmap by team and tenure. The findings become a 16 to 20 page audit report drafted in google-docs, a one-page scorecard, a 90-day action plan of nine costed interventions, and an eight-slide leadership readout designed in canva.

The project teaches the intern survey instrument design, Likert scale analysis, qualitative theme coding, sub-group comparison and the discipline of presenting uncomfortable findings without naming individuals. Employee engagement and culture measurement are exactly what HR business partner and people analytics roles hire for, and an audit report with a real index, real quotes and a costed action plan is far more persuasive in an interview than a claim of being a people person.

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