Work Culture

“It’s really important that companies define their company culture with input from their employees. Otherwise, it becomes a game of telephone about what I mean or what you mean by something like humility (another company value),” says Katie.

This sort of positive culture that’s rooted in authenticity can have a number of benefits for both employers and employees, including:

    • Higher productivity: With reduced workplace stress and better employee engagement, research links a strong company culture to increased productivity
    • Better employee recruitment and retention: Culture matters for both attracting talent and keeping your current employees around. 47% of active job seekers cite company culture as their driving reason for looking for work, and toxic workplace cultures have reportedly driven 20% of U.S. employees out of their jobs in the past five years.
    • Improved company performance: One survey found that companies with strong cultures experienced a four times increase in revenue growth. 

These advantages prove that company culture isn’t just about team bonding and the annual holiday party – it can have measurable and lasting impact on the success of your entire company. 

Building a good culture

One question that comes up over and over again in the conversation about company culture is: whose job is it? As Chief People Officer, Katie often has people bringing her new ideas, and then asking her who will take care of it. 

1. Ask for feedback

You can’t improve what you can’t measure – and nobody has greater insight into your culture than your employees. You can easily use tools like Culture Amp or even a Google survey form to get regular pulse checks on how people are experiencing your culture. Try to do something quarterly or twice yearly. It’s much better to get feedback this way than to see it end up in a poor rating on Glassdoor.

2. Provide recognition

40% of workers say they’d put more energy into their work if they were recognized more often. So, make sure that you’re remembering to recognize people for their contributions. Encourage everyone at your company to express their gratitude for each other. It goes a long way.  

3. Lead by example

When leaders they fail to uphold the culture, things fall apart. Research shows that bad managers are one of the main reasons that employees quit. That means leaders need to act in alignment with the company’s cultural values. After all, if an organization says that it prioritizes work-life balance but bosses are sending emails at 2 a.m, that value will be nothing more than lip service.