Culture at work

See your workplace culture clearly.

Explore how you experience teamwork, decisions and priorities at work. Answer relatable workplace scenarios to discover your culture profile.

Start without signing up. Create a free profile after the test to see your result.

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Illustrative profile

Collaborate: 32%, Create: 28%, Compete: 22%, Control: 18% Collaborate Create Compete Control

Your perspective in four dimensions

An example profile. Your answers shape your result.

Based on the Competing Values Framework

Measuring company culture: what does a culture test tell you?

Organizational culture is how people collaborate, make decisions and set priorities in practice. A culture assessment makes those experiences easier to discuss. One response describes an individual perspective; understanding an organization takes several perspectives and examples from everyday work.

How does the free culture test work?

  1. Start with your experience

    Answer the workplace scenarios first, then create your free profile and confirm your email to see the result. Your first result describes your own perspective.

  2. Bring in your team

    For a team measurement, use your Werkvolk account to set up the campaign and invite colleagues. An invitation link or code connects their answers to the right test.

  3. Discuss the patterns

    Review participation, compare current and preferred culture where configured, and use the results to choose a concrete topic for a team conversation.

Four types of organizational culture in the CVF

The Competing Values Framework (CVF) groups cultural priorities along two axes: flexibility versus stability, and internal versus external focus. Its four dimensions offer a shared language for discussing how work gets done.

Werkvolk uses its own scenario questions based on this framework. It is a different questionnaire from the original OCAI instrument. Use the profile as a starting point for reflection and discussion, alongside examples from your workplace.

Collaborate

Trust, connection, and shared ownership

In Collaborate, culture is shaped by trust, engagement, and a strong sense of ‘we’. Teams share knowledge, support each other, and value people development.

This dimension is powerful when you want to strengthen collaboration across teams, improve retention, and build psychological safety, while still keeping the organization moving forward.

  • Typically visible: coaching, feedback, open communication.
  • Watch out: too much harmony can slow decision-making.
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Create

Autonomy, experimentation, and agility

In Create, innovation takes the lead. People take initiative, test ideas quickly, and learn by experimenting.

It fits organizations building new products, entering new markets, or increasing agility, especially when experimentation is paired with clear priorities and follow-through.

  • Typically visible: prototypes, cross-functional squads, ‘fail fast’ loops.
  • Watch out: without focus, execution fragments.
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Control

Process, quality, and predictability

In Control, control provides clarity. Roles, processes, and standards make work predictable and consistent, while quality is actively managed.

This is especially valuable for scaling, compliance, and reliability, but too much control can reduce flexibility and slow innovation.

  • Typically visible: clear roles, procedures, quality controls.
  • Watch out: too many rules can limit ownership and adaptability.
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Compete

Results, pace, and customer value

In Compete, the focus is on achieving goals, moving fast, and delivering measurable customer value. Expectations are clear and performance is tracked.

This can be a major strength in competitive environments, as long as there is balance to avoid burnout, internal rivalry, or short-term decision-making.

  • Typically visible: KPIs, accountability, fast decisions.
  • Watch out: excessive competition can create stress and friction.
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STAGING