Company Culture Mega Table
Company culture problem mega table. Roll a D20 first to identify the culture risk category, then roll a D6 for the specific complication.
| d20 | Risk Category | d6 | Specific Complication |
|---|---|---|---|
| 1 | Lack of clear values and mission | 1 | Employees are unclear about the company's purpose and objectives, leading to a lack of engagement |
| 2 | The company's mission statement is vague or non-existent | ||
| 3 | Company values are not reflected in day-to-day operations | ||
| 4 | The company's values are not communicated effectively to employees | ||
| 5 | Values and mission are not integrated into performance reviews and employee recognition programs | ||
| 6 | The company's mission and objectives are not aligned with employee expectations | ||
| 2 | Poor communication | 1 | Important information is not shared with employees in a timely manner |
| 2 | Employees receive mixed messages or inconsistent information from different departments | ||
| 3 | There is a lack of trust between employees and management | ||
| 4 | Employees are not encouraged to share feedback or voice concerns | ||
| 5 | The company does not communicate effectively during times of change or crisis | ||
| 6 | There is a lack of transparency in decision-making | ||
| 3 | Low employee engagement | 1 | Employee morale is consistently low, leading to high turnover rates |
| 2 | The company does not regularly measure or address employee engagement | ||
| 3 | Employees do not have opportunities for growth and advancement | ||
| 4 | The company does not recognise or reward employee contributions | ||
| 5 | The company does not invest in employee development or training | ||
| 6 | Employees do not feel a sense of ownership in their work | ||
| 4 | Ineffective leadership | 1 | Leaders do not model company values or behaviours |
| 2 | Managers do not communicate effectively with their teams | ||
| 3 | Managers do not provide clear expectations or guidance to their teams | ||
| 4 | Managers do not have the necessary skills or training to lead their teams effectively | ||
| 5 | Leaders do not prioritize employee well-being and work-life balance | ||
| 6 | The company does not invest in leadership development programs | ||
| 5 | Lack of diversity and inclusion | 1 | The company's workforce lacks diverse perspectives, limiting innovation |
| 2 | The company does not prioritize inclusive hiring practices | ||
| 3 | The company culture is not welcoming to individuals from diverse backgrounds | ||
| 4 | The company does not provide resources or support for underrepresented groups | ||
| 5 | There is a lack of diversity in leadership positions | ||
| 6 | Employees do not receive diversity and inclusion training | ||
| 6 | Unhealthy competition | 1 | The company fosters a culture of excessive competition, leading to stress and burnout |
| 2 | Employees feel the need to constantly compete against their colleagues for recognition | ||
| 3 | The company encourages a "win at all costs" mentality, leading to unethical behaviour | ||
| 4 | Teams within the company compete against each other instead of collaborating | ||
| 5 | The company's performance review system emphasizes individual accomplishments over team success | ||
| 6 | The company rewards employees based on metrics that encourage unhealthy competition | ||
| 7 | High employee turnover | 1 | The company experiences high employee turnover due to dissatisfaction with company culture |
| 2 | The company does not invest in employee retention efforts | ||
| 3 | High turnover rates lead to a loss of institutional knowledge and expertise | ||
| 4 | The company has a reputation for high employee turnover, making it difficult to attract top talent | ||
| 5 | High employee turnover negatively impacts team dynamics and productivity | ||
| 6 | The company does not conduct exit interviews or address the reasons for employee departures | ||
| 8 | Inadequate work-life balance | 1 | Employees are expected to consistently work long hours, leading to burnout and stress |
| 2 | The company does not offer flexible work arrangements or remote work options | ||
| 3 | Managers do not respect employees' personal time and boundaries | ||
| 4 | The company culture does not prioritize employee mental and physical well-being | ||
| 5 | Employees are not encouraged to take time off or utilize vacation days | ||
| 6 | The company does not offer resources or support for employees dealing with stress or personal issues | ||
| 9 | Resistance to change | 1 | The company is slow to adopt new technologies or processes |
| 2 | Employees are resistant to change and hesitant to try new ways of working | ||
| 3 | The company does not invest in change management initiatives | ||
| 4 | Managers do not support or encourage employees to embrace change | ||
| 5 | The company culture stifles innovation and creative problem-solving | ||
| 6 | The company does not actively seek feedback from employees on how to improve operations and processes | ||
| 10 | Silo mentality | 1 | Departments within the company operate independently and do not collaborate effectively |
| 2 | Employees hoard information and resources, leading to inefficiencies and distrust | ||
| 3 | The company does not prioritize cross-functional collaboration | ||
| 4 | Managers do not encourage their teams to share knowledge and resources with other departments | ||
| 5 | The company's organisational structure reinforces silos and barriers to communication | ||
| 6 | The company does not establish clear goals and objectives that require cross-departmental collaboration | ||
| 11 | Lack of accountability | 1 | Employees are not held responsible for their actions or performance |
| 2 | Managers do not address poor performance or behaviour issues | ||
| 3 | The company does not have a clear system for tracking and measuring employee performance | ||
| 4 | The company culture does not encourage employees to take ownership of their work | ||
| 5 | Employees are not provided with clear expectations and objectives | ||
| 6 | The company does not have a process for addressing and resolving conflicts | ||
| 12 | Poor decision-making | 1 | The company's decision-making process is slow and inefficient |
| 2 | Employees are not empowered to make decisions, leading to bottlenecks and delays | ||
| 3 | The company does not encourage employees to think critically and make informed decisions | ||
| 4 | Decisions are made without considering the input and feedback of employees | ||
| 5 | The company does not have a clear process for evaluating the impact and consequences of decisions | ||
| 6 | The company does not learn from past mistakes or failed decisions | ||
| 13 | Unethical behaviour | 1 | The company does not have a clear code of ethics or conduct for employees |
| 2 | Employees engage in unethical practices, such as dishonesty or fraud, without consequences | ||
| 3 | The company culture does not prioritize ethical decision-making | ||
| 4 | The company does not provide resources or training on ethical behaviour | ||
| 5 | Managers turn a blind eye to unethical behaviour, leading to a culture of tolerance | ||
| 6 | The company does not have a process for reporting and addressing ethical violations | ||
| 14 | Ineffective performance management | 1 | The company does not have a clear process for setting and tracking employee goals |
| 2 | Performance reviews are infrequent or ineffective | ||
| 3 | Managers do not provide constructive feedback to their employees | ||
| 4 | The company's performance management system is not aligned with its values and objectives | ||
| 5 | Employees are not recognised or rewarded for their contributions | ||
| 6 | The company does not invest in employee development and growth opportunities | ||
| 15 | Bullying and harassment | 1 | The company does not have a clear policy on bullying and harassment |
| 2 | Employees experience bullying or harassment without consequences for the perpetrator | ||
| 3 | The company does not provide resources or support for employees who experience bullying or harassment | ||
| 4 | Managers do not address instances of bullying or harassment within their teams | ||
| 5 | The company does not provide training on preventing and addressing bullying and harassment | ||
| 6 | The company culture tolerates or perpetuates bullying and harassment | ||
| 16 | Burnout and stress | 1 | The company consistently requires employees to work long hours, leading to high stress levels |
| 2 | The company does not provide resources or support for employees experiencing stress or burnout | ||
| 3 | Managers do not recognise or address signs of burnout within their teams | ||
| 4 | The company does not prioritize employee mental health and well-being | ||
| 5 | Employees are not encouraged to take breaks or prioritize self-care | ||
| 6 | The company culture normalises excessive workload and high stress levels | ||
| 17 | Lack of collaboration | 1 | The company culture does not encourage teamwork and collaboration |
| 2 | Employees are not provided with opportunities to collaborate and learn from each other | ||
| 3 | The company's physical or virtual workspace does not facilitate collaboration | ||
| 4 | Managers do not encourage cross-functional projects and partnerships | ||
| 5 | The company does not prioritize the development of collaboration skills | ||
| 6 | The company's performance review system does not recognise or reward teamwork and collaboration | ||
| 18 | Lack of transparency | 1 | The company does not share important information with employees in a timely manner |
| 2 | Managers do not provide clear communication about company decisions and their impact on employees | ||
| 3 | The company does not involve employees in the decision-making process | ||
| 4 | Employees do not have access to the information and resources needed to perform their jobs effectively | ||
| 5 | The company does not share financial or performance data with employees | ||
| 6 | Employees do not feel comfortable asking questions or seeking clarification | ||
| 19 | Inadequate employee recognition | 1 | The company does not have a formal employee recognition program |
| 2 | Employees' hard work and contributions are not acknowledged or celebrated | ||
| 3 | The company's recognition program is inconsistent or biased | ||
| 4 | Managers do not provide regular feedback and praise to their employees | ||
| 5 | Employee achievements are not recognised in a timely manner | ||
| 6 | The company does not celebrate team successes and milestones | ||
| 20 | Ineffective conflict resolution | 1 | The company does not have a clear process for addressing and resolving conflicts |
| 2 | Managers avoid addressing conflicts within their teams | ||
| 3 | Employees do not feel comfortable discussing conflicts or concerns with management | ||
| 4 | The company does not provide training on conflict resolution and communication skills | ||
| 5 | Conflicts are not resolved in a fair and timely manner | ||
| 6 | The company culture fosters a blame-oriented mindset rather than focusing on problem-solving |