A few weeks ago, I challenged you to take a quick 10-question survey to measure how you perceive your company's internal culture and how engaged your employees are.  I wanted to give you a tool that would help you identify the gaps in perception about your company's culture, so you can set an action plan to build employee loyalty, customer loyalty--and profits.

Since then, I've received 350 responses to the survey from Inc. readers--more are still coming in every day--and reviewed the initial results, which are quite interesting.

Among the results I tallied, here are the most compelling:

You can create a more engaged culture. 

Out of a maximum possible score of 100 on the Culture IQ survey, the average score among the Inc. respondents so far is 57.  Though I consider Inc. entrepreneurs to be highly-engaged in how their workplaces operate, there's plenty of room for improvement.

The more senior the individual taking the quiz, the higher the score.

No surprise here.  In my experience, leaders often perceive dynamics as better than employees do.  You think your employees are engaged, when, chances are, they may not be.  So find out what your employees company-wide think, or your efforts to improve your company culture will get held up or become flawed.

Perception of employee engagement is actually generational.

Those under age 25 and those who are older than 55 give the highest scores for company engagement.  That means there is a lot of room to develop engagement for the back half of the Baby Boomers, Generation X, and the beginning of Generation Y.  Don't overlook the fact that the middle (and largest) portion of your staff is likely the least engaged in what's going on at work.

Tenure of respondents matters.

Employees who have worked fewer than five years at your company, or between 11 years and 15 years have the highest perception of culture.  Those with 5 years to 10 years of experience or more than 15 years score lower.  Pay attention to perception of engagement fluctuating over the employment lifecycle--and consider what you can do about it.

Executives keep the wrong people in the organization for too long.  

The lowest engagement scores by far came in for these two statements: "We quickly and appropriately move the wrong people out of the organization," and "We have a robust reward and recognition program."  Like most leaders, as this quiz shows, you probably procrastinate and delay the inevitable lay-off of a poor performer.  But you, like the others, need to have the courage to move the negative influencers out.  They bring everyone else down!  You also need to thoughtfully show employees you value them and their work--beyond just paying them a check every two weeks.

Find out how you stack up against the average Inc. respondent.

You can still take the test or distribute it throughout your organization.  Just click here.  I'll even send you a free copy of the results.