Company Culture: The Essential 2024 Guide (Examples, Types and Benefits Included)

A dynamic company culture that supports and keeps your employees engaged is highly essential. It is the key to success, and it can establish a competitive advantage in the market.

Even though it is a rather difficult task to create a winning corporate culture, don't give up easily. Make sure you design something tangible, really specific and in accordance with your company's core values. Culture matters, because it's what drives people. And driven people will get you to the desired success of your organization.

In this guide, we explore why any organization should design and have one company culture, how it works, and what benefits you will obtain in your company if it relies on a set of shared values.

Table of contents:

  • What is company culture?
  • Why is company culture important?
  • The company culture types
  • How does company culture work?
  • Benefits of having a company culture
  • 10 Examples of company culture from leading companies
  • Company culture best practices
  • Words describing great company culture

What is company culture?

Company culture refers to a shared set of workplace values, standards, beliefs, symbols, attitudes, and behaviors of a company and its employees. All these reflect how employees and management make decisions, act, and generally feel about where they work and their actual work activity. It can also impact the company’s clients if we talk about the relationship between employee-client/customer.

When speaking about company culture, we can also use the following terms: organizational culture, corporate culture, or workplace culture.

Since we clarify what corporate culture is, we also need to be aware of what is not. People tend to link this concept with superficial perks offered to employees, like discount cards, karaoke nights, fruit days, or free welcome gifts. These things do not define a company’s culture, although they may be considered parts of it and may indicate a specific type of workplace environment.

Why is company culture important?

Company culture is important because it sets the tone for how employees work together, how they interact with customers and partners, how they are motivated and engaged, and how they are perceived in the industry. It helps define the values and goals of the organization, which can serve to foster a sense of loyalty and trust amongst staff members. Furthermore, it can be used as a tool to attract and retain quality talent, as well as to help establish an appealing brand image and identity. Finally, having a strong company culture can lead to higher productivity levels, improved morale, and a more positive work environment.

The company culture types

If we want to differentiate types of company cultures, we should say there are four main varieties:

  • Type 1 - the Clan Culture - where the focus is always on the inside. The common values in such a culture are teamwork, equal integration, flexibility, and discretion. It’s that type of company where everyone is one big family. The advantage is that employee engagement is over the roof in these cultures. Still, as a disadvantage, it may be mentioned that it’s challenging to maintain this family atmosphere once a company grows.
  • Type 2 - the Informal Culture - the main focus of this one is innovation and risk-taking. These cultures inspire the employees to be creative, and this is the key to external success. As a benefit, this type is key to significant profits and a better reputation for the company. Still, there is also a drawback: being always at risk can bring danger, and new ideas may not be implemented, and the threat of failure exists.
  • Type 3 - the Market Culture - as the name says it, these cultures will target competition, growth, and stability. Everything in the business works, having in mind one goal: profitability. These types of companies are usually successful, so employees will also be happy and motivated. On the other hand, since decisions are to numbers, some employees may find it hard to develop professionally and creatively.
  • Type 4 - the Hierarchy Culture - the classic, traditional culture, where it’s all about structure, stability, and control. The inside is more important than the outside. There is a standard chain of command, and everyone knows what he’s supposed to do and what’s expected of him. As an advantage, working in such a company, there is always discipline and well-defined processes to reach its objectives. As a drawback, this leaves little room for employee creativity, and feedback is not very used at this level.

There is much more to be said and explained about these four types, and here you can find a complex discussion.

How does company culture work?

There are two ways of functioning in this area:

  • We have the traditional companies that create and implement specifically a workplace culture. So, they make it a purpose to develop this set of shared values.
  • And we have more casual companies, where the workplace culture practically creates itself, as a result of the sum of decisions made over time.

There is another way to differentiate organizational cultures:

We have the ones with the traditional hierarchy style, where employees have a clear understanding of their role and responsibility. Still, if they want to advance in higher positions, they need to go through a rigid and formal process.

There are the opposite companies, where teamwork is hugely valued, and employees can easily engage in new tasks and projects without formalities.

There are no rules to obey or standards of size. Even though traditionally a large multinational with over 500 employees may fall into the first category, it is not unheard of to get a bit loose with the hierarchy. It depends a lot on the people, both employees and management.

The team of LaConte Consulting made a wonderful infographic about the implications of org culture, with the visible parts and the less visible ones.

"Company culture has the same effect on people as money. It doesn't change people, but it grants them the license to be more of who they already are. For almost every trait, people can operate within a range, not just at a fixed point. Culture sets the point within their range."

Shreyas Doshi, Stripe


Culture and reputation

Your company’s culture will widely influence your organization’s reputation, not only internally but also externally. A great culture is well-known for keeping employees engaged and repaying great work. Culture helps to attract and retain top talent. Recruiting will be a piece of cake once people out there know that your employees are proud of their employer and their workplace.

A survey backs up this information, highlighting that 66% of job seekers are focused on researching a company’s culture and core values primarily.

Benefits of having a company culture

Make no mistake. Company culture is a MUST, not a maybe. It is crucial to company growth, increased productivity, an excellent reputation, stability, retention, and so many more. Let’s go over the benefits:

  1. It builds a healthier workplace - you can't guarantee each employee will be stress-free every day but taking all the steps to create a lively atmosphere is one of the successful company features. You can have happier employees if you choose to find the perfect work-life balance for them. In these times, those having families resent taking work-related stress home with them, so offering remote work as part of your culture may be a great asset. More and more people nowadays are focused on finding a job that provides a healthy work-life balance.

  2. Boosts overall productivity - It is a no brainer: engaged employees who are proud of their work and their employer tend to work harder and better. So, productivity will improve. Having a good work ethic and a high level of performance among your team can only lead to tremendous success in the long run.
    Note: By using novel HR management software you can also boost productivity in your business. Learn how.

  3. It creates a better framework for decision-making - having a precise set of values. The mission and vision support your employees when faced with decision-making. This way, they know they find clear answers and guidelines, making it easy to make decisions in compliance with the company’s goals.

  4. Increased employee retention - hiring notable talent is not all. You also must keep them on board. Employees expect more from employers than just the paycheck or health insurance. They seek an environment that cherishes teamwork, knowledge sharing, active communication, and collaboration and rewards positive attitudes and behavior.
    TIP: If you're interested about retaining your staff, we have a 10 steps retention strategy that is easy to follow.

  5. Brings higher profits - a company that values employees over profit is rewarded in the end. Employees who get a positive vibe regarding the work environment will be motivated to work for the organization’s performance.

10 Examples of company culture from leading companies

Company culture consists of so many trivial things but also big ones. Today we cover 10 organizational culture examples: · 1. Google · 2. Apple · 3. Zappos · 4. Amazon · 5. Microsoft · 6. AirBnB · 7. Slack · 8. Uber · 9. LinkedIn · 10. Dell.

1.      Google's "Googliness" Culture:

What started as a research project to find files on the Internet by Ph.D. students Larry Page and Sergey Brin has developed into the world's most popular search engine and most visited website. Originally known as BackRub, Google began as an online search firm focusing on artificial intelligence, online advertising, search engine technology, cloud computing, computer software, e-commerce, and consumer electronics. Don't believe me? Google it!

Google's mission statement: "Our mission is to organize the world's information and make it universally accessible and useful."

Google's culture strongly emphasizes employees feeling comfortable and enjoying their work with trust and fairness in the workplace. Google has created a pleasant working environment that doesn't feel like work. This ambiance boosts team efficiency and improves productivity. They even encourage employees to bring their dogs to work.

Google has successfully created a fun working environment that doesn't feel like work, boosts team efficiency, and improves employee productivity. They even encourage employees to bring their dogs to work.

Main features of Google's culture:

  • Working can be fun: Google Office provides gyms and swimming pools, nap pods and on-site fitness and wellness centers, video games, volleyball, and ping pong. Google's employee code of conduct includes a section about bringing pets to work.
  • High emphasis on flexibility: Google has been one of the first companies to understand that people have different working rhythms. They encourage employees to explore what schedule suits them best to unleash high levels of creativity and productivity.
  • Willingness to trust each employee: Trust is the foundation of each relationship, including the employee-employer one. Google has built a workplace environment where employees feel they belong to the Google family and contribute to a cause and change.
  • Focus on employees' happiness and well-being: Google has individuals dedicated to finding solutions to keep employees more than happy and satisfied. This tech giant offers a plethora of employee perks that boost performance and attracts top talented candidates all over the world.


2.      Apple's 'Think Different' Culture:

Apple is currently the world's largest and most valuable technology company, well known for its innovations and iconic products such as iPhone, IPad, Macbook, Apple Watch, etc. When Steve Jobs returned to Apple in 1997, he organized the company structure around functions and competencies. In other words, people with the most expertise are the most qualified to make decisions in that area. This structure led to a culture of collaboration where mentors coach mentors rather than general managers overseeing managers.

Apple's mission statement: "To bring the best user experience to customers through innovative hardware, software, and services."

Apple culture encourages creative thinking and innovation, focusing on breaking the mold and doing things differently. Employees at all levels are inspired to think unconventionally and out of the box. A high level of secrecy is a crucial feature of Apple's company culture to protect innovative features and capabilities of its products from competitors and the press.

Main features of Apple's culture:

  • Creativity and innovation: Apple is one of the most innovative enterprises in the world. Employees are encouraged to use their imagination, go as far as they want, and no idea is too crazy. Boundless creativity facilitates fast innovations ensuring Apple's capacity to launch new products, which is highly attractive to current and target customers in the global electronics and Internet services market.
  • Outstanding excellence: As a top-notch tech company, Apple hires only the best candidates in the labor market. When employees don't meet the management's expectations, they are fired. This feature allows only high-skilled individuals to work in the company's system. Excellence is a critical success factor, and Apple provides programs that recognize and reward excellence among employees.
  • Moderate combativeness: Apple encourages healthy levels of competition among employees to drive growth and enhance their outputs. Steve Jobs' leadership was highly competitive. However, Tim Cook changed the company culture to a more collaborative one, which allows employees to challenge their limits without causing a toxic environment. 
  • High level of secrecy: Apple is well-known for keeping its plans and projects away from the public eye and other company employees. Apple's culture of secrecy protects the company from corporate espionage and reduces the risks of leaking innovative and original features to competitors.


3.      Zappos' 'Customer Service First' Culture:

Zappos is an American company that started a few years ago as a small online retailer that sold shoes. 20+ years later, they are still selling shoes, besides clothing, handbags, accessories, and more. Zappos aims to provide the best customer experience and an excellent company culture for employees. The company aims to sustainably deliver products and happiness to its clients, employees, collaborators, and the community.

Zappos' mission statement: "To provide the best customer service possible. Deliver WOW through service."

Zappos' culture emphasizes customer service, puts customers and their experience at the center of the company's goals. 

Main features of Zappos culture:

  • Customer-obsessed services: Becoming the most customer-centric brand in the world had nothing to do with shoes. Tony Hsieh, the founder of Zappos, understood that only an influential and unique culture could lead to providing the best customer experience. 
  • Individuality and team spirit: Zappos encourages employees' individuality and autonomy. For a person used to working in a confined cubicle, the offices at Zappos may look weird and crazy. But for Zapponians, this is a way of boosting their creativity and happiness. Each team is free to decorate a conference room however they feel and then "rent" it to other teams for meetings. 
  • Established trust and ownership: Zappos thrives on "out of the box" ideas. Getting people to share their ideas requires high levels of trust among employees. Customer service representatives do not follow a script and have unlimited call times (their most extended call was 10 hours and 43 minutes long!). Their only mission is to "wow" customers and create emotional and personal connections. 
  • Open communication:  At Zappos, there are no secrets. All information is shared with employees and outsiders. They post everything from average call times to profits on a board for all to see. 


4.      Amazon's 'Work Hard, Play Harder' Culture: 

Amazon is a multinational organization, one of the Big Five American technology companies. What started in 1994 as a garage marketplace for books has become an international conglomerate focusing on e-commerce, cloud computing, online advertising, streaming platforms, and artificial intelligence. Jeff Bezos, one of the wealthiest men on the planet and former CEO of Amazon, built an empire that shapes everything from e-commerce to the future of technology.

Amazon's mission statement: "To be Earth's most customer-centric company, Earth's best employer, and Earth's safest place to work."

Amazon's culture emphasizes hard work and dedication while also recognizing the importance of having fun and taking time for breaks. They put the customer's experience at the heart of everything while creating a safe workplace environment where passionate employees innovate for their clients.

Main features of Amazon's culture:

  • Customer satisfaction: Amazon puts a strong emphasis on customer satisfaction. They have dedicated skilled professionals to monitor customer trends and preferences. The leaders prioritize customers' needs and changing demands, thus building trust and fostering customer loyalty.
  • Continuous passion for invention: Amazon prompts employees to think innovatively and proactively address new challenges. They are constantly pushed to provide answers rather than allowing problems to hang around. Employees are encouraged to generate fresh ideas and solutions to solve a problem.
  • Operational excellence: Amazon hires top talents from all industries and backgrounds and invests in their development and growth. To achieve the highest levels of operational excellence, employees must be customer-focused and innovative. Teams are created using the two-pizza rule: each team must be small enough to be fed with two pizzas. This rule stimulates agility and maintains effective communication.
  • Long-term thinking: Since its beginning, Amazon's leadership has focused on long-term value instead of short-term profit.


5.      Microsoft's 'Committed to Excellence' Culture: 

Microsoft Corporation is a pioneer and developer of PC software. It was established in 1975 by Bill Gates and Paul G. Allen, and by mid-1990, it had become one of the most influential and profitable brands in US history.

Microsoft's mission statement: "To empower every person and every organization on the planet to achieve more."

Microsoft's culture emphasizes an environment of continual learning and innovation. Microsoft leadership nurtures a growth mindset since each person's development directly influences the company's progress. Employees are inspired to do things that make them happy and help them acquire more skills.

Main pillars of Microsoft's culture:

  • Growth mindset: Microsoft leadership strongly fosters the teaching that potential is not a pre-defined, default characteristic. When employees cultivate their potential, the growth mindset changes; they grow and develop. This is essential to Microsoft's culture, as technology constantly evolves and changes.
  • Customer obsessed: Microsoft puts customer satisfaction at the center of everything they do. They have a feedback system that allows customers to express their experience while using the company's products and services. By doing this, their users become a part of Microsoft.  
  • Diverse and inclusive: Microsoft's mission is to deliver high-quality services to anyone who needs them, irrespective of race, gender, or country. They seek differences and invite them in. This allows them to see things from different perspectives. And as a result, the solutions and products are better, our products are better, and customers meet their demands.
  • One Microsoft: Microsoft emphasizes unity and collaboration amongst its employees. They are encouraged to work together towards a shared mission: customer satisfaction. Big dreams come through the power of teamwork, collaboration, and strong relations.


6.      Airbnb's 'Be a Host' Culture: 

Airbnb is a San Francisco-based company founded in 2008. It operates as an online marketplace connecting people who want to rent out their homes with those looking for short- and long-term homestays and experiences. The company started after two founders rented air mattresses to conference visitors in their San Francisco home. Airbnb is credited with revolutionizing the hospitality industry.

Airbnb's mission statement: "To create a world where anyone can belong anywhere."

Airbnb's culture focuses on being hospitable and creating a welcoming environment for all employees, customers, and partners. Airbnb leadership understands the importance of employee retention; thus, the company's culture builds around creating the best workplace environment for its employees. 

Main pillars of Airbnb's culture:

  • Champion the Mission: The company's core mission is to connect travelers with locals in contrast to anonymous accommodations. Hosts on Airbnb offer more than just plain hospitality - they welcome travelers from around the world into their lives and communities.
  • Be a Host: Renting a place is not enough to become an Airbnb host. They need to be caring, open, and ready to share a part of their lives with strangers. Hospitality should run in their blood.
  • Embrace the Adventure: Airbnb values creativity and growth. They encourage employees to stay curious, eager to learn, and excited to try new things.
  • Be a "Cereal" Entrepreneur: This core value came around the 2008 Democratic Party and Republican Party conventions when Airbnb struggled to get more than a few bookings per day on the platform. The founders had a simple idea that made Airbnb the giant we know today. "What if we made a breakfast cereal for like the Democratic National Convention?" Chesky wondered. Now, this value encourages employees to be creative and deliver the best services to the target audience. 


7.      Slack's 'Resourceful & Responsive' Culture: 

Slack Technologies is an American software company founded in 2009, famous for its communication tool Slack. This tool simplified the communication streams internally (and sometimes externally, such as with partners). Its easy-to-use interface allows team members to communicate quickly, share documents and files, manage projects, and track team progress.

Slack's mission statement: "To make work life simpler, more pleasant, and more productive."

Slack's culture encourages employees to be resourceful and responsive to customer needs. Company culture is influenced by communication, and Slack knows how to create open, collaborative opportunities for effective communication.

Main pillars of Slack's culture:

  • Promoting empathy: Slack trains all its employees to empathize with their customers respectfully. They are focusing on the importance of listening and acting professionally and humanly while interacting with each other and customers.
  • Craftsmanship: Slack is a detail-oriented company. They approach each update seriously, trying to accelerate the procedure. Integrity and accountability are essential values for the company's culture.
  • Playfulness: Slack encourages employees to be curious and work optimistically. They want their workers to be kind, have fun, and get enjoyment out of the working day.
  • Solidarity: At Slack, solidarity matters. They are allowing everybody to share who they are. Employees are part of a family rather than a collection of individuals. 


8.  Uber's 'Ride with Responsibility' Culture: 

Uber Technologies Inc. is another American conglomerate mainly providing taxi services via a mobile application. The company also offers ride-hailing, food delivery, package delivery, and freight transport services in more than 425 cities worldwide. The company's explosive growth has made it one of the most successful and fascinating companies over the past years. Its global ride-sharing app, launched in 2009, changed modern transportation for good.

Uber's mission statement: "To provide transportation as reliable as running water, everywhere, for everyone.

Uber's culture puts safety first and focuses on providing responsible and reliable service for riders and drivers. Their goal is to improve movement for everybody who uses their platform, create a happy workplace for their employees, and find better and faster ways to help customers get what they need and go where they want. 

Uber's cultural norms:

  • Go get it: Bring the mindset of a champion
  • Trip obsessed: Make the magic in the workplace
  • Build with heart: We care
  • Stand for safety: Safety never stops
  • See the forest and the trees: Know the details that matter
  • One Uber: Bet on something bigger
  • Great minds don't think alike: Diversity makes us stronger
  • Do the right thing: Period.


9.      LinkedIn's 'Connect & Collab' Culture: 

LinkedIn is a business and employment-focused social media platform primarily used for professional networking and career development. It was launched in 2003 and is designed to build professional relationships. LinkedIn allows job seekers to post their CVs and employers to post jobs.

LinkedIn mission statement: "To connect the world's professionals to make them more productive and successful."

LinkedIn's culture encourages collaboration and communication within the organization and among its members. They are driven by the collective vision to create economic opportunities for everyone in the global workforce. Their culture focuses on making decisions that impact and enriches the lives of members and each other.

LinkedIn's values:

  • Put members first
  • Trust and care about each other
  • Open, honest, and constructive
  • Act as One LinkedIn
  • Embody diversity, inclusion, and belonging
  • Dream big, get things done, and know how to have fun


10.  Dell's 'Always Innovating' Culture: 

Dell is one of the world's leading technology companies founded in 1984 by Michel Dell while he was a student at the University of Texas at Austin. It sells personal computers (PCs), servers, data storage devices, network switches, software, computer peripherals, HDTVs, cameras, printers, and electronics built by other manufacturers. They aim to transform people's lives, believing everybody should have access to the best technology anywhere in the world.

Dell's mission statement: "To be the most successful computer company in the world at delivering the best customer experience in markets we serve."

Dell's culture emphasizes constant innovation and improvement, emphasizing the importance of building new things.

Dell's shared values:

  • Customers: They believe that customer relationships and experience are the foundation for success.
  • Winning Together: They trust and value their employees. 
  • Innovation: They are focusing on the ability to innovate and cultivate breakthrough thinking.
  • Results: They have a strong commitment to transparency and accountability to deliver excellent performance and results
  • Integrity: is the foundation of their work and desire to win.

Company culture best practices

"Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability" - Anne M. Mulcahy.

No company that wants to succeed in today's business environment can ignore the importance of building an excellent corporate culture. It is no easy feat, but the results are hugely important to the overall health of a company, its people, and its customers. 

A great culture shapes a company's identity and can be the differentiator between a thriving, attractive business and a barely surviving one. So it is crucial to spend time considering how to improve your culture.

Here are some on-point tips on how to start working on your corporate culture:

1.      Set up your company's mission and values

Core values are just words when not put into action. They are the foundation of your culture. Crafting a mission statement gives your employees a sense of direction and engages and motivates them to contribute to a larger purpose. Living by your core values means incorporating them into every aspect of your business. 

Upper management and HR staff will have to be trendsetters for the employees regarding following these values. They must remind everyone what your company stands for and tries to accomplish. Your employees, business partners, and customers will recognize and appreciate that leadership lives by the company's values and puts them into practice daily. 

Your set of core values attracts top candidates in the labor market. The prospective candidates will always research your organization before applying, and they will see if your mission, vision, and values are more than just words.

Learn how to set your mission and vision.

2.      Establish company goals

One of the first steps in improving your corporate culture is by establishing and sharing your company goals.

Don't think about sales standards or KPIs. A company goal is why someone founded that company, a target to achieve. 

Usually, it is a catchy phrase that encompasses the purpose of establishing the business in the first place. A company's mission or vision statement is the most common way an organization defines its goal and direction. This short yet powerful statement is timeless: it remains the same even if the organization goes through profound changes. 

Goals are a big part of your company culture because they impact the outside significantly.

Discover how to set up performance goals for employees with several examples.

3. Give employees a voice

It is crucial to create a culture that encourages employees' voices. When honest communication is not one of the main pillars of your culture, people can feel out of the loop. On the contrary, by making open communication a core value of your organization, you create an engaged and creative workforce deeply connected to your mission. 

Start by collecting feedback and by showing how feedback has influenced your decision-making process. Update your employees with relevant financial data, organizational changes, developments, and new hires. Open your door, but, more importantly, open your mind to employees' suggestions, ideas, or complaints. 

When trust and open communication run through your culture's veins, people feel heard and encouraged to share their innovative ideas. 

Discover what effective communication skills are.

4. Lead by examples

It is crucial to make your leaders culture advocates. To lead by example means to model the behavior you want to see in your employees. Do you want them to work harder? Roll up your sleeves and do your part! Take time off if you want your employees to maintain a healthy work-life balance. 

You cannot expect employees to act differently when you don't practice what you preach. When your leadership professes the highest levels of integrity, yet they fail to live up to that standard, employees will experience a great deal of cognitive dissonance, leading to disengagement and high turnover rates. Rather than giving team members instructions, a confident leader inspires them through their integrity, ethic, and competence. 

Leading by example builds respect among your workers and boosts team morale and productivity.

What are the top leadership qualities?

5. Reward excellency

When your team members excel, make sure to recognize their success. Rewarding excellence positively affects organizational culture, encourages employees to go the extra mile, and attracts top candidates.   

Including recognition in your culture means it should be rather frequent than something saved for extraordinary moments. One way to nurture organizational culture and motivate employees to embrace it is to connect recognition to your core values. 

Building the culture you want is a perpetual process that doesn't happen overnight. Use both financial and non-financial rewards to foster a great working environment. Your thriving culture will shortly create a positive employee experience that attracts the best candidates, inspires high performance, and boosts engagement.

Discover several examples to express employee recognition.

6. Make company culture everyone's responsibility

Before the pandemic, the usual approach was that upper management owned the company culture. Culture has become an incredible tool that enriches employees' lives and improves organizational success. 

Trust and implicate all employees in the process of defining your core values. To build a culture everyone adheres to and feels responsible and accountable for, start by listening to employees' voices.  

Involve your employees and learn their insights, ideas, and feedback. In this way, you foster a sense of commitment and ownership; they will adopt and assimilate your organizational culture and feel like they belong.

Continue reading about team management skills.

7. Craft meaningful working relationships in the workplace

When we think of work, we imagine tasks, deadlines, strategies, and projects. The main focus is on the business goals and objectives. Yet, equally significant but often disregarded are the working relationships built across the organization. 

You can't make people like each other. You can create a culture that encourages healthy and productive relationships as a leader. Connected teams drive collaboration, and the work promotes a sense of belonging, trust, and loyalty. 

Connection starts during the onboarding process and continues during the employee lifecycle.  Build an environment that welcomes new hires and demonstrates your culture's high commitment to emphasize employee relationships. 

Team building activities - even when working remotely - are powerful tools to bring your employees together and promote collaboration, boost creativity, and improve communication.

8. Offer learning and development opportunities

Happy, skilled employees are the foundation of excellent cultures. Investing in their learning and development is crucial for your company to grow and thrive. Let your employees know from Day One that your culture focuses on individuals and their career goals.

One of the main reasons cited by employees when leaving a company is for new job opportunities. Having a career goal and a clear path to achieve it gives employees a sense of belonging; it motivates them to grow within their current organization instead of seeking employment elsewhere.

By offering them training initiatives and upskilling tools, you invest in a long-term commitment and show solid appreciation to your workers who become your culture's ambassadors.

Find out key areas of improvement for employees.

Words describing great company culture

If you're looking for some great terminology to describe your company culture, we have some 30 words:

Positive, inclusive, transparent, collaborative, inspiring, empowering, energizing, open-minded, innovative, supportive, flexible, value-driven, meaningful, respectful, fun, responsible, successful, rewarding, inspired, passionate, caring, creative, progressive, productive, forward-thinking, dynamic, visionary, caring, team-oriented, trustworthy, and growth-oriented.

These are just a few tips. It takes arduous work and dedication to create a winning corporate culture, but as we’ve seen, the benefits of having one are huge, so it is worth it!

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