Capitalist Note - re-running this favorite since many of us are still in the planning stages for the new year regarding the best way to evaluate and improve lots of things - including culture. Don't overthink the questions and tools at your disposal... see comments for more gold....
There's lots of talk about how to build the best culture possible at your company. Regardless of how you define your culture, you can figure out what your team members really think, and what they want culturally by asking the following question:
It's a no BS question on what people want out of your company. Culture isn't defined by workspace, by free lunches/soda or by the stuff you put in the onboarding packet. Those things help to attract and are nice to have, but they quickly become entitlements.
You are not the car you drive. You are not your khakis.
You lose control of your culture once your managers take delivery of talent in the new hire process. At that point, an employee's experience with your culture is heavily influenced by their day to day interactions with their manager.
"If you could pick any manager (other than the one you're working for) in the company to work for (regardless of functional area), who would it be and why?"
Ask the question. My bet is if you do it and review the results in a group of manageable size, you'll find some common names popping up all over the place. Employees talk. They know who's good with people, who's fair and who has a nice balance between business results and development of team members.
Ask the question, and then look at the names that come up repeatedly. Look at their style and philosophy, then figure out how to push, prod and train your other managers to embody some of the qualities you identify.
The question doesn't lie, and it releases the employees responding from saying, "I'd take my manager"... Because we all know that's the politically correct answer.
Ask the question.