High Performance Culture System™ Assessment

Business Name

Owner / Decision Maker Name

Please provide the direct contact email for the owner or decision maker.

Email

**Please provide the direct contact email for the owner or decision maker. If your organization uses shared inboxes that other staff can access, you may wish to provide a private email to avoid unnecessary internal confusion or stress.**

City

State

ZIP Code

Primary Industry

Number of Employees

Do you know your profit per project or per hour?

Yes
Somewhat
No

Do the leave

Do you track profitability daily?

Yes
No

Do you know your approximate gross margin?

Do you know your approximate net profit percentage?

Who is primarily responsible for monitoring these numbers?

How confident are you in the accuracy of your financial numbers?

Very confident
Somewhat confident
Not very confident
Not confident at all

Do you know the average revenue each employee generates per year?

Yes
Rough estimate
No

How are employee incentives currently structured in your business?

Do you currently have a structured hiring process?

Yes
Somewhat
No

Who is primarily responsible for hiring decisions in your organization?

Do you have defined hiring standards or criteria for new employees?

Yes
Somewhat
No

Are background checks required or recommended in your industry?

Yes
No
Not sure

Do you currently perform background checks when hiring?

Yes
No
Sometimes

How would you describe your current hiring approach?

Proactive and structured
Somewhat structured
Mostly reactive
We hire only when urgently needed

Do job candidates clearly understand what your company stands for before they apply?

Yes, it is clearly communicated
Somewhat
Not really
No

Do you communicate your company’s values, standards, or expectations during the hiring process?

Yes
Somewhat
No
We do not have clearly defined values

When hiring, how important is cultural alignment with your company?

Very important
Somewhat important
Not a major factor
We primarily hire based on skill or availability

How would you describe the type of culture you are intentionally building in your organization?

Do employees clearly understand what behaviors are expected in order to succeed in your organization?

Yes
Mostly
Somewhat
No

When a new employee starts, how is their first day typically structured?

We have a structured onboarding process
Some orientation and training is provided
Basic paperwork and then they begin working
They are mostly expected to learn on the job

Do new employees receive a formal introduction to your company values, standards, or expectations?

Yes
Somewhat
No
We do not have clearly defined values

Do you provide an employee handbook or written policies to new hires?

Yes
Yes, but it may be outdated
No
Currently being developed

Do employees sign acknowledgement that they understand company policies and expectations?

Yes
Sometimes
No

Who is responsible for onboarding new employees?

Do new employees clearly understand how success will be measured in their role?

Yes
Mostly
Somewhat
No

What is the biggest challenge you face when onboarding new employees?

Do employees have clearly defined responsibilities and accountability standards? Field Type: Multiple Choice

Yes
Mostly
Somewhat
No

How do employees typically receive feedback on their performance?

Regular structured performance reviews
Periodic feedback from supervisors
Informal conversations
Feedback usually happens only when problems arise

Who is responsible for issuing disciplinary actions when necessary?

Is management held accountable to the same standards as employees?

Yes
Mostly
Sometimes
No

If management is held accountable, who enforces that accountability?

Do you currently have a formal disciplinary process or escalation system?

Yes
Somewhat
No

When an employee repeatedly violates company standards (attendance, quality, conduct), what typically happens?

The issue is addressed immediately with clear consequences
It is addressed, but consequences are inconsistent
We usually try to coach the employee several times
The issue often continues without real consequences
It depends on the situation

Do employees feel comfortable raising concerns or identifying problems within the organization?

Do employees clearly understand the behaviors required to succeed in your organization?

Yes
Mostly
Somewhat
No

Do you currently have a structured employee training program?

Yes
Somewhat
No

How is employee training typically delivered in your organization?

Structured training program
Supervisor / on-the-job training
Written procedures or manuals
Shadowing experienced employees
No consistent training approach

Do employees receive ongoing development or skills training after initial onboarding?

Yes
Occasionally
Rarely
No

Do you track employee training completion or skill development?

Yes
Somewhat
No

What is the biggest challenge you currently face with employee performance, engagement, or retention?

The questions below help us identify where workforce instability, training ramp time, attendance disruption, preventable service issues, and employee disengagement may be affecting performance and profitability inside your business.

If you know your actual numbers, enter them. If you do not, we may estimate certain figures using conservative business benchmarks and industry averages where appropriate.

This information helps us evaluate financial impact, identify opportunities for improvement, and determine the most appropriate implementation path and pricing for your business.

All information submitted remains strictly confidential.

Do you know your approximate hiring and onboarding cost per employee?

Yes — I know the approximate cost
No — please estimate it for me

How long does it typically take for a new employee to become fully productive?

Do you know the typical cost of a callback, service correction, warranty issue, damage payout, or preventable rework?

Yes — I know the approximate cost
No — please estimate it for me
Not applicable to our business

How often do callbacks, rework, warranty issues, damage payouts, or preventable service problems occur?

How often do attendance issues such as tardiness or callouts disrupt operations?

How engaged and invested are your employees in their work?

What are you primarily looking for at this time?

Pricing for Self-Implementation Access
Pricing for Full Implementation & Ongoing Support
Both
Just exploring at this time

Estimated Operational Impact Identified

Based on your responses, the estimate below highlights where workforce instability, operational disruption, training drag, and employee disengagement may be affecting profitability inside your business. This estimate is directional and intended to help identify potential areas of financial impact and opportunity.

Estimated Operational Impact Identified

You’re one step closer to identifying the right path for improving performance, alignment, and long-term retention in your business.

Once you submit your assessment by clicking the button below, and unless you selected that you are just exploring at this time, you will receive our Confidentiality Agreement by email shortly thereafter.

Once the Confidentiality Agreement has been completed and your business credentials have been verified, we will begin reviewing your assessment in detail. At that time, we will notify you that your evaluation is in progress.

From there, we will evaluate your business, identify key gaps and opportunities, and determine the most appropriate starting point, implementation path, and pricing based on your specific structure, needs, and potential impact.

Accurate information allows us to provide the most accurate recommendations, scope, and estimates.

High Performance Culture System™

Business Culture & Operations Assessment

Estimated Operational Impact Identified