Open Feedback Culture Self‑Assessment
A practical diagnostic tool that combines a structured questionnaire, visual insights and targeted recommendations. The flow is simple: Diagnosis → Insight → Action.
INTRODUCTION – Read before you start
The questionnaire is intended for reflection and development purposes on key conditions that support an open feedback culture in your organization and does not evaluate performance.
An open feedback culture is a work environment where giving, receiving and asking for feedback happens naturally and supports growth, collaboration and learning. It is a shared responsibility across individuals, teams, leadership and the organization.
By completing this questionnaire, you will:
- Reflect on how feedback currently functions in your work context
- Identify what supports or hinders open feedback
- Receive practical suggestions for improvement
Respond to each statement based on what you observe and experience in daily practice, not on what you would like to happen.
Filling in this questionnaire will take around 20–30 minutes.
Please note: This self-assessment is not meant to provide a complete or definitive picture of whether your organization or team is “doing well” or “failing.” Therefore this is not a test and there are no right or wrong answers.
Questionnaire
Answer based on what you observe and experience in daily practice.
Part 1: Organizational preconditions
This section focuses on the organizational conditions that shape and support an open feedback culture within your work environment.
Based on the following questionnaires: Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly. Dweck, C. S. (2006). Mindset: The New Psychology of Success. Bakker, A. B., & Demerouti, E. (2007). The Job Demands‐Resources model: state of the art. Journal of Managerial Psychology.
Personal identification (optional)
Send your report by email
OptionalSpider chart
Detailed strengths and gaps across the six dimensions.
A balanced and wide shape indicates a strong feedback culture. Differences between dimensions highlight development areas.
Feedback culture matrix
High-level interpretation of your overall position.
Strong environment
Limited individual behavior
Strong feedback culture
Environment and behavior reinforce each other
Weak foundation
Feedback is rare, unsafe or avoided
Motivated individuals
Limiting organizational context
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Your priority focus
Your strategic interpretation will appear here.
Overall summary
Use the matrix to understand your overall position, and the spider chart to identify specific areas for improvement.
| Dimension | Score | Interpretation | Group |
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