You've seen the lists. "100 Greatest Companies to Work At", "15 Best Workplace Perks You Won't Believe", "28 Companies With the Highest Employee Satisfaction."
As an outsider, it's easy to judge other companies' workplace cultures. However, defining workplace culture itself proves challenging. "Culture" seems like an amorphous concept that either exists in an office or doesn't.
The difficulty stems from this reality: a company's culture is defined by the people who work there. Since no two workplaces are identical, predetermined values cannot guarantee "good" workplace culture.
Workplace culture represents the shared mission and behavioral norms that unite employees beyond their individual daily goals and metrics. It's what connects a front-end developer's visual design aspirations with a salesperson's deal-closing targets.
Why Workplace Culture Matters
Many managers dismiss culture-building, failing to see connections between culture and business outcomes. They believe success comes first, then employee satisfaction follows.
This reasoning is backwards. The most successful employees are those who are already happy. Happy employees demonstrate greater productivity and engagement—they approach work with enthusiasm rather than dread.
Culture matters because it directly influences employee happiness levels. Since happiness spreads contagiously, positive cultural changes ripple throughout organizations.
Defining and Implementing Workplace Culture
1. You Must Commit
Building healthy company culture requires full personal commitment from leadership. If you want the people at your company to communicate more effectively, you need to be the first one to open your door.
People instinctively look to leaders for behavioral cues. Leaders must exemplify desired values before expecting employees to embrace them.
2. Think About Your Beginnings
Define ideal workplace culture by examining your company's founding purpose:
- Why does your business exist?
- What distinguishes you from competitors?
- What problems does your company solve?
Employees must unite around a shared mission, even while contributing differently.
3. Make a List of Governing Principles
Identify 3-10 character-based attributes you'd like seeing consistently in employees. Focus on values like adaptability, transparency, or accountability—not just technical skills.
4. Make Principles Crystal Clear and Put Them Into Practice
A strong corporate culture begins with clear articulation of your vision. Leaders must exemplify these values consistently.
Don't expect immediate results. Cultural shifts take time. Recognizing incremental progress validates efforts and maintains momentum.
Maintaining Workplace Culture
1. Consider Employee Feedback
Without your employees, you don't have a culture. Even visionary leadership needs employee buy-in. Happier employees drive greater productivity.
2. Hire People Who Fit the Culture, Not Just the Role
Recruit individuals aligned with your company's vision and values. Someone believing in your mission may contribute more value than technically skilled candidates lacking cultural alignment.