14 Types of Company Culture: Which One is Right for Your Team?

There are different types of company culture, such as caring, authority, and market-oriented culture. The one(s) you adopt will impact everything about your organization, including employee behavior, productivity, and business success. 

A company culture is a shared set of beliefs, values, attitudes, standards, purpose, and behaviors in the workplace. It’s like a company’s rulebook – the written policies and unwritten norms everyone follows. Organizations with a strong company culture are 89% more likely to retain employees, and culture-driven companies see a 4x increase in revenue. 

So, how do you ensure a solid company culture? It starts with knowing the various types of company culture. In this article, we will cover 14 of them. They include:

1. Caring Culture
2. Purpose Culture
3. Order Culture
4. Learning Culture
5. Enjoyment Culture
6. Results Culture
7. Authority Culture
8. Safety Culture
9. Creative Culture
10. Customer-Focused Culture
11. Clan Culture
12. Market-Driven Culture
13. Role-Based Culture
14. Task-Based Culture

With this knowledge, you can choose which one(s) is best for your business and work towards implementation. Let’s get right into it!

1. Caring Culture

A caring company culture is one where employees are welcoming and collaborative. Leaders in this work environment tend to be sincere and work hard to maintain good relationships and foster a spirit of teamwork. 

Caring organizations prioritize mutual trust and affable workplace relationships. As a result, they are usually warm, collaborative, and supportive. 

Slack is an example of a company with a caring culture. The business messaging app considers empathy one of its core values. This is evident on its website, which says empathetic principles govern how it conducts business and develops products. 

Key traits of a caring culture: 

• Empathetic Leadership: Leaders are sympathetic, and the corporate culture feels like a family. 
• Inclusive Environment: Employees feel valued, supported, and free to be themselves in a welcoming atmosphere.
• Psychological Safety: Employees feel safe expressing their opinions, sharing ideas, and making mistakes without fear of harsh judgment or retaliation.

Should Your Company Adopt a Caring Culture?

Consider the care culture if you are in the service business, healthcare, hospitality, or non-profit industry. It is also the right fit if you want to create a supportive environment where employees feel valued and motivated to give their best. This kind of environment can foster strong employee engagement and loyalty. 

Organizations that adopt a care culture often see higher employee satisfaction and retention rates. However, it’s important to balance caring with accountability to maintain productivity. Ensure employees understand that while the environment is supportive, there are still performance expectations to meet.

2. Purpose Culture

In a purpose culture, employees work towards a common cause, which often isn’t monetary. This cause could be environmental sustainability or improving the world through innovation and social impact. This culture focuses on giving back to the community. As a result, employees feel a strong sense of fulfillment and motivation, knowing their work contributes to the greater good. 

If you aim to become a purpose-driven company, you don’t need to look further than Patagonia. The outdoor apparel company’s success is deeply rooted in its purpose-driven culture. According to its website, environmentalism is one of its core values. Patagonia aims to “Protect our home planet.”

Key traits of a purpose-driven culture

• A Clear and Compelling Purpose Statement: A well-defined mission statement that articulates the company’s core reason for its existence — easily understood by all employees.
• Aligned Values: Employees are united by shared values and beliefs that support the organization’s mission and contribute to meaningful societal change.
• Leadership By Example: Leaders actively demonstrate the company’s values and purpose through their actions and decision-making.
• Meaningful Work: Employees feel their individual roles have a significant impact on the company’s purpose. 

Is a Purpose-Driven Culture Suitable for Your Organization? 

Choose a purpose-driven culture if you want to attract and retain employees motivated by more than financial rewards. These employees are passionate about making a positive impact on society or the environment.

A purpose-driven culture is particularly effective for social enterprises, B-corporations, environmental organizations, educational institutions, and technology companies that are focused on social impact. 

However, for this culture to work, you must ensure your organization’s purpose is genuine and consistently reflected in your business practices. Otherwise, employees may become disillusioned if they perceive a disconnect between stated values and actual operations.

3. Order Culture

An order-driven culture depends on discipline, structure, and precision. In this setting, workers follow clear rules, set protocols, and standard operating procedures (SOPs) that don’t allow much wiggle room. Each role, task, and process has a clear definition to make sure things stay the same, are easy to predict, and work well.

Unlike work cultures with more flexibility, an order culture puts stability, responsibility, and following rules first. Bosses in this environment are systematically sticking to tried-and-true methods instead of trying new things. You’ll often see this culture in fields where following rules, staying safe, and being exact matters—like government offices, banks, and factories.

Though it might not seem as groundbreaking as other cultures, an order-driven approach gives employees and customers clarity, security, and peace of mind. When the stakes are high and mistakes cost a lot, structure isn’t just a preference—it’s a necessity.

Key traits of an order culture

• Rules-First Approach: Employees stick to rules, procedures, and company policies to a T.
• Structured Workflows: Clear documentation and strict adherence to processes and SOPs ensure predictability and consistency.
• Methodical Decision-Making: Leaders count on established methods, proven systems, and industry best practices to guide their choices.

Should Your Company Adopt an Order-Driven Culture?

When your industry requires exactness, rule-following, and danger reduction, an order-driven culture might suit you best. It’s crucial in fields where uniformity isn’t just wanted—it’s required by law. Fields like banking, healthcare, and manufacturing need this kind of setup to guarantee safety, correctness, and obedience to rules.

Though order cultures can seem stiff to some, they give workers clear goals, steadiness, and knowable outcomes. If your business needs to run like clockwork—where each part does its job—an order-driven culture is the best model to copy.

4. Learning Culture

A learning culture promotes a workplace where curiosity, exploration, and ongoing growth form the core of daily activities. This environment expects employees to learn, not just encourage them. From gaining new skills to accepting new ideas, a learning culture helps teams stay flexible, nimble, and prepared for shifts.

In this setting, leaders focus on innovation, experimentation, and sharing knowledge. They urge employees to be daring, consider new viewpoints, and question old ways of thinking. This results in teams that show more creativity, adaptability, and readiness to tackle tricky problems with new approaches.

Unlike workplace cultures set in stone, learning cultures encourage workers to question “why” and “what if.” This approach has an influence on business innovation and growth across different departments. It’s beneficial for both employees and the company. Businesses that put learning first often stay on top of industry shifts, create new products faster, and maintain an engaged and ready workforce for what’s coming.

Key traits of a learning culture

• Curiosity Spreads: Staff members have a natural drive to gain new skills and discover fresh concepts.
• Learning over Perks: Chances to improve and expand knowledge matter more to employees than fancy extras like ping-pong tables or complimentary snacks.
• Ideas Flow: No suggestion is too daring or unusual. Team members feel comfortable proposing changes and reimagining established methods.
• Leaders Push Learning: Those in charge actively support education programs and set an example by sharing insights and encouraging exploration.

Is a Learning Culture Right for Your Company?

If your company thrives on non-stop change, new ideas, and fixing issues, a learning culture gives you an edge. This culture works well for companies that aim to create new products, start businesses, or grow existing ones. In these settings, staff often juggle multiple roles, and teamwork across departments is key to success.

Companies that foster a learning culture have a significant competitive edge toward hiring. According to various reports, 61% of job seekers in the U.S. would choose companies that offer development opportunities. For forward-thinking companies, providing employees with constant development opportunities has become a competitive necessity and not an option.

If you want to make your company ready for the future, creating a culture of learning is one of the best things you can do. It helps people adapt, grows a mindset focused on improvement, and makes your organization a place where the best workers want to stay and develop.

5. Enjoyment Culture

The workplace doesn’t have to be so intense. It can be an environment where people have fun while working to meet their targets. An enjoyment culture makes that happen. 

Workers in this environment are extremely happy because they can do what makes them happy as long as they are productive. This includes working in the space they want, informal or no dress code, and being free to express their creativity. 

In addition, organizations that use the enjoyment culture don’t give employees special treatment regardless of their position. Everyone has to attend the same training and participate in team-building activities equally.

At DistantJob, we adopt an enjoyment culture. Our founder, Sharon Koifman, focuses on keeping employees happy. He does this by offering a two-week vacation in addition to the usual holiday every Christmas. He also encourages flexible schedules to ensure a work-life balance.

Key traits of an enjoyment culture

• Positive and Playful Environment: A workplace that encourages playful interactions, lightheartedness, and occasional fun activities like games and team-building events. 
• Open Communication and Trust: Employees feel comfortable expressing their opinions and ideas in a relaxed, judgment-free atmosphere that promotes creativity and collaboration.
• Flexibility and Autonomy: Employees have some level of control over schedules and approach, allowing for work-life balance. 
• Recognition and Appreciation: Employees are recognized for their contributions through formal and informal channels that celebrate their achievements and foster a positive atmosphere.

Does Your Company Need An Enjoyment Culture?

Is creativity and innovation important to you? If yes, then an enjoyment culture is perfect. It is a culture that allows employees to express themselves freely while maintaining productivity and achieving business goals. So, it is unsurprising that design, marketing, media, or tech startups embrace this culture. 

As with other types of culture, it is important to maintain a balance between fun and productivity. You don’t want people to forget their responsibilities while having too much fun.

6. Results Culture

Result-oriented companies don’t care too much about the process. They just want — results. Organizations with this mindset are laser-focused on hitting their targets — kind of like an athlete who lives and breathes their performance metrics. 

They define their worth by how well they deliver on their objectives and take tremendous pride in achieving what they set out to do.

JP Morgan Chase & Co. is an example of such a company. It is driven by a goal of “being the best financial services company in the world,” emphasizing its results-driven culture and determination to succeed. 

Key traits of a results culture

• Accountability: Individuals take ownership of their work and are held responsible for achieving desired outcomes.
• Data-Driven Decision-Making: Decisions are made based on measurable metrics, performance indicators, and concrete evidence rather than intuition or gut feelings.
• Performance Obsessed: Performance metrics, KPIs, and achievement targets drive daily operations and decision-making processes.
• Continuous Improvement: Constant evaluation and refinement of processes to achieve better outcomes and maximize efficiency.

Is a Results Culture for You?

A results culture is for your organization if you prioritize measurable outcomes and clear performance metrics. This culture type works particularly well for sales-driven organizations, financial industries, professional services, and consulting companies.

However, before adopting a results-based culture, consider its advantages and potential drawbacks. The obvious benefit of a results-based culture is—well, results. Your company will likely see improved performance metrics, increased productivity, and clearer accountability across all operations.

The drawbacks of this culture could include increased stress levels, potential burnout, and reduced employee satisfaction if not properly balanced. Some employees might feel pressured to sacrifice quality for quantity or cut corners to meet targets.

Regardless, every organization should strive to maintain some focus on results. However, to create lasting success, results should be balanced with employee well-being and sustainable long-term growth.

7. Authority Culture

In this type of company culture, the leaders are strong and charismatic. As such, they set clearly defined purposes and communicate them to employees in a way they buy into. 

However, this company culture can only work when leaders lead by example. This means they must do as they say. 

The authority culture also emphasizes employee development. Thus, there are many training programs and mentorship opportunities for junior employees. 

Netflix is a great example of a company that represents this style. The company’s success is deeply rooted in its unique emphasis on freedom and responsibility. On Netflix’s website, the company states, “Creating a sense of ownership helps this behavior come naturally.” Netflix employees have a great deal of authority and decision-making power. This culture promotes candid and direct communication. 

Key traits of an authority culture

• Risk-Taking Subculture: Leaders encourage boldness, decisiveness, and making big moves
• Dominant Workforce: Leaders and employees at all levels are usually dominant and confident.
• High Competition: The work environment is highly competitive, with high standards and clear expectations for performance and results.
• Large Market Share: The company’s competitiveness is reflected in its market standing, dominance, and industry leadership.
• Personal Goals are Supported: Employees are encouraged to pursue personal development and career advancement while aligning with organizational objectives.

Should You Adopt an Authority Culture?

If your organization thrives on strong, decisive leadership and high market competition, adopt an authority culture. Organizations that adopt an authority culture seek market dominance and foster strong leadership at all levels.

This is reflected in their products, market share, and overall business success. Their employees tend to be highly motivated, competitive individuals who thrive in a structured environment with clear leadership and advancement opportunities.

If you opt for this corporate culture, make sure your leaders can lead by example and foster growth. 

8. Safety Culture

A safety culture is risk-averse and believes in preparing for any eventuality. As a result, this type of company culture is characterized by caution, efficient planning, and preparation for potential challenges.

The leaders are risk-conscious and expect the same from employees. Decisions take time in organizations like this, and contingencies are already in place.

Due to this overly cautious approach, organizations like this aren’t agile enough. As a result, they usually miss out on opportunities. Furthermore, this culture stifles creativity and innovation because leaders and employees naturally overthink things.

However, some businesses need to adopt this approach because their industry requires it. For instance, the restaurant chain Texas Roadhouse adopts a safety company culture to maintain strict food handling protocols. This enables it to protect both employees and customers from potential health hazards.

Key traits of a safety culture

• A Predictable and Calculated Environment: Natural and stable environment where risks are carefully managed and mitigated through thorough planning and protocols. Let me continue from the key traits of a safety culture:
• Strong Documentation: Detailed procedures, policies, and guidelines are documented and regularly updated.
• Regular Training: Extensive safety training programs and frequent refresher courses for all employees.
• Long Decision-Making Process: Decisions are carried out only after careful analysis and risk assessment.
• Cautious Approach: Leaders are realistic and cautious with plans.
• Proactive Risk Management: The company usually anticipates risks and puts backup plans in place.

Is a Safety Culture Right for Your Organization?

Do you work in construction, manufacturing, oil and gas, chemical processing, or any industry where employee and public safety is paramount? Then, you need to prioritize safety culture. Your employees are usually exposed to hazards or risks in their work environment, so your top priority should be protecting them. 

You also have a responsibility to ensure your work doesn’t affect public safety. As such, you must maintain strict safety protocols and compliance with regulations to prevent accidents and potential legal issues.

While a safety culture is necessary when you work in the above industries listed above, it comes with some downsides.

One major challenge is that excessive caution can lead to analysis paralysis. Where teams become so focused on avoiding risks, they struggle to make decisions or move projects forward. Think of it like driving a car at 5 mph on the highway — while technically safer, it’s not practical or efficient.

Another drawback is reduced innovation. When employees are overly concerned about following protocols, they might hesitate to suggest new ideas or improvements. However, you can balance safety with innovation by creating clear guidelines for testing new ideas in controlled environments.

9. Creative Culture

Also known as adhocracy, the creative culture is a corporate culture many tech-based companies adopt. Unlike the safety culture, it promotes experimentation, risk-taking, and the generation of novel ideas.

There are few better examples of companies that represent this culture than Google. Its innovative culture is the cornerstone of its sustainable success. The culture thrives on creativity. Rather than traditional corporate structures, they value environments that stimulate imagination and productivity.

Key traits of a creative culture

• Unconventional Problem-Solving Approach: Innovation and outside-the-box thinking are highly valued.
• Question the Status Quo: Employees are encouraged to challenge conventional wisdom.
• Positive View of Failure: Mistakes and setbacks are viewed as learning opportunities and stepping stones to innovation.
• Workspace Alignment: The workspace is usually designed to inspire creativity.
• Flexible Approach to Work: No one-size-fits-all approach to completing tasks or solving problems. Employees are free to use methods that work best for them as long as they achieve the desired results.
• Cross-functional Collaboration: Cross-functional teams work together seamlessly to share diverse perspectives and generate innovative solutions.
• Little to No Traditional Hierarchies: Little to no bureaucracy, with emphasis on open communication and idea-sharing across all levels.

Is a Creative Culture Suitable for Your Company?

If you are a startup, tech-based business, or an organization that wants to stand out, a creative culture is perfect. In such an environment employees are encouraged to think differently and push boundaries.

Companies that adopt this culture stand out from competitors through constant innovation and unique solutions to problems. This environment works particularly well in industries where innovation is crucial for survival.

However, like any culture type, it comes with its challenges. The lack of structure can sometimes lead to chaos, missed deadlines, or scattered focus. It’s similar to having too many cooks in the kitchen, each with their own recipe — without some basic guidelines, the result might be less than appetizing.

10. Customer-Focused Culture

These days, more companies are adopting a customer-centric culture —and for good reasons, too. Customers have higher demands from companies and will walk away from businesses that can’t meet them. However, they are also willing to spend more at companies that can satisfy their needs.

According to research, 64% of customers will spend more if a business resolves their issues where they are.

Organizations that adopt a customer-focused culture prioritize enhancing the customer experience. Their products or services address customers’ pain points. But they don’t stop there — they ensure every interaction with their customers is positive and designed to build long-term loyalty and satisfaction.

Zappos exemplifies this. The company reaffirms its customer-focused culture by going above and beyond for customers. On its website, Zappos also states how important its culture is: “Our #1 priority is company culture. It is what makes us successful.”

Key traits of a customer-focused culture

• Customer-Centric Approach: Every decision is made with the customer in mind.
• Active Listening and Feedback Collection:
  Customer feedback drives product development and service improvements.
• Employee Empowerment: Employees are empowered to solve customer problems and make customer-centric decisions without always needing management approval.
• Extensive Customer Service Training: Employees receive comprehensive training on customer service best practices and company policies to ensure consistent, high-quality customer interactions.
• Customer-Centric Metrics: Success metrics are tied to customer satisfaction.

Should You Implement a Customer-Centric Culture?

If your business relies heavily on customer satisfaction and loyalty, this culture type could be perfect for you. It works particularly well if you’re in retail, hospitality, service-based industries, or any business where customer experience directly impacts your bottom line.

However, you should be aware that building and maintaining a customer-centric culture requires significant resources. You’ll need to invest in training, technology, and ongoing employee development to consistently deliver exceptional customer experiences.

You’ll also need to ensure your entire team is on board. This means everyone from your front-line staff to your back-office employees must understand and embrace the importance of customer satisfaction.

The payoff can be substantial though. When done right, a customer-centric culture can lead to higher customer loyalty, increased referrals, and sustainable long-term growth

Before making the switch, evaluate your current resources, business model, and target market. Consider whether your customers value high-touch service enough to justify the investment. Also, think about whether your team is ready and willing to embrace this significant cultural shift.

11. Clan Culture

A clan is a group of close-knit and interrelated families. It is also defined as a group of people with a common interest. So, this workplace culture type is similar to a family unit, where everyone feels connected. 

It is common in small and family-owned businesses. However, some larger organizations adopt it as a subculture. 

In this type of work culture, people might say things like, ‘It feels like a family here.” That’s because it usually does. People are incredibly close, and they form a sort of clan. That clan takes precedence over many other factors that might drive culture in other organizations. 

Southwest Airlines is famous for its clan culture, which emphasizes treating employees like family. This approach is fundamental to their beliefs that happy employees lead to happy customers. 

Key traits of a clan culture

• Group Identity and Shared Purpose: There is a huge focus on doing things together to accomplish shared goals, fostering a strong sense of unity and collaboration.
• Employee Development is a Priority: Equally, there is an emphasis on nurturing upcoming talent as well as mentorship.
• Proper Integration: Leaders take new hires under their wings and ensure they integrate into the organization emotionally and socially.

Is a Clan Culture for You?

A clan culture may be for you if you value strong relationships, employee loyalty, and creating a family-like atmosphere at work. This culture type works particularly well for small to medium-sized businesses, and family-owned companies. Likewise, organizations with low turnover goals and companies that rely heavily on teamwork and collaboration can benefit from adopting this culture.

An environment where every employee is treated like family leads to increased loyalty, higher engagement levels, and stronger team bonds. Employees are also always open to collaborating and helping each other succeed, creating a positive and supportive workplace environment.

12. Market-Driven Culture

Market-oriented cultures are focused on getting results above all else. They are deeply competitive and constantly looking at the competition. One of their key targets is always to have a big market share — and they thrive under this pressure. 

Amazon is a perfect example that practices a market-driven culture. The e-commerce giant relentlessly focuses on market dominance, customer satisfaction, and maintaining its competitive edge in multiple sectors.

Key traits of a market culture

• Result-Driven: Meeting targets and achieving goals are top priorities.
• Highly Competitive: Competition is viewed as healthy and motivating.
• Agile Decision-Making: Quick decision-making is valued over lengthy deliberation.
• Data-Driven Approach: Market research and data analysis drive strategic planning.
• Innovation Mindset: innovation is encouraged to maintain competitive advantage and market leadership.
• Customer-Centric: Customer needs are analyzed through a market lens.

Is a Market-Driven Culture Right for Your Company?

Consider a market-driven approach if you are looking to increase your market share or compete in a highly competitive industry. Market-driven cultures excel at driving growth, innovation, and maintaining competitive advantages in fast-paced markets.

To successfully implement this culture, you need to be prepared to invest in market research, competitive analysis, and performance tracking systems. By doing so, you will make informed decisions and stay ahead of market trends.

However, in your pursuit of market dominance, don’t overlook employee well-being. Maintain a healthy balance between achieving market objectives and fostering a sustainable work environment that supports long-term employee satisfaction and retention. Also, ensure that you comply with market regulations and ethical business practices while pursuing your market-driven goals.

13. Role-Based Culture

A role-based culture is a culture that doesn’t place too much emphasis on hierarchy. Instead, employees are assigned roles and responsibilities based on their skill sets and expertise. 

In a role-based culture, employees are put in a position where they’re most likely to complete their tasks successfully. In a nutshell, in this type of business culture, there is a serious emphasis on not putting square pegs in round roles. 

Key traits of a role-based culture

• Clear Job Descriptions: Each role has well-defined responsibilities and expectations.
• Skill-Based Assignments: Tasks are distributed based on individual competencies and expertise.
• Focus on Specialization: Employees are encouraged to develop deep expertise in their specific areas.
• Process-Oriented: Strong emphasis on following established procedures and protocols.
• Metrics-Based Evaluation: Performance evaluation is tied to role-specific metrics.
• Merit-Based Recognition: Rewards and advancement are tied to role performance and expertise.

Is a Role-Based Culture Right for Your Company?

A role-based culture might be ideal if your organization values efficiency, specialization, and clear accountability. This culture type works particularly well in industries where specific technical expertise is crucial, such as healthcare, engineering, or professional services.

Think of it like a well-orchestrated symphony — each musician plays their specific instrument perfectly, contributing to the overall harmony. Similarly, in a role-based culture, each employee masters their specific function, leading to optimal organizational performance.

14. Task-Based Culture

Compared to the role-based culture, the task-based culture focuses on assigning tasks according to skill sets rather than expertise or job titles. Employees are given various responsibilities beyond their job description.

This culture only thrives when employees are willing to wear multiple hats and have excellent industry knowledge. 

Key traits of a task-based culture

• Flexible Assignments: Tasks are distributed based on current needs and available skills rather than strict job titles.
• Project-Oriented: Work is organized around specific projects or objectives rather than departments.
• Adaptable Workforce: Employees are expected to be versatile and take on various responsibilities.
• Results-Focused: Success is measured by task completion and project outcomes.
• Collaborative Environment: Cross-functional teams work together to accomplish specific goals.

Should Your Company Adopt a Task-Based Culture?

A task-based culture can be a powerful choice for companies that need flexibility and quick responses to changing demands. This culture works best for project-driven organizations like tech startups, creative agencies, and consulting firms. Small businesses and companies with limited resources often benefit from this approach.

To implement a task-based culture, start by identifying your team’s diverse skills and creating clear project goals. Focus on matching tasks to abilities rather than job titles. Train your team to be versatile and reward those who take on various responsibilities.

By successfully implementing task-based culture, you can increase flexibility and operational efficiency. However, this culture can lead to burnout if not managed well, and some employees might feel uncertain about their core responsibilities. Success depends on having skilled, adaptable team members who communicate well.

How to Evaluate Your Company’s Culture

Understanding your current workplace culture helps you align your values, practices, and goals with the work environment you want to nurture. Here’s what you need to do to evaluate your company culture:

Take a Culture Snapshot

This critical first step in evaluating company culture requires you to step back and observe your organization through a fresh lens. 

To capture an effective culture snapshot, start by examining the day-to-day rhythms of your workplace. Pay attention to how decisions are made, from minor choices about office supplies to major strategic moves. 

Notice how information flows through the organization — is it primarily top-down, or do ideas bubble up from all levels? Watch how people interact in different settings, from formal meetings to casual break room conversations.

You must also consider the language used and your physical workplace—even in remote or hybrid settings. How your office is arranged (or how virtual meetings are structured) speaks volumes about your culture. 

Open floor plans, private offices, or virtual communication policies each reflect certain cultural priorities and values that have evolved over time.

Observe Cultural Signals

At their core, cultural signals appear in the countless small moments that make up the workday. They appear in how leaders respond to mistakes—do they view them as learning opportunities or failures to be punished? 

You’ll spot them in promotion decisions, where the difference between stated criteria and actual practice can be quite revealing. For instance, if your company claims to value work-life balance but consistently promotes those who work the longest hours, that’s a significant culture signal.

The way meetings are conducted offers another rich source of signals. Notice who speaks most often, who gets interrupted, and whose ideas gain traction. Are junior team members encouraged to contribute, or does seniority always prevail? 

Even seemingly trivial details, like whether people routinely show up late to meetings or check their phones during discussions, can signal deeper cultural patterns about how time and attention are valued.

By carefully observing these signals, you can gain valuable insights into your organization’s true cultural identity. This, in turn, informs what you need to change and maintain to create the workplace environment you desire.

Map Employee Experience

Consider how employees interact with your organization from their first day to their last. Start by examining the entire employee lifecycle:

• Recruitment and onboarding process
• Daily work routines and expectations
• Professional development opportunities
• Recognition and reward systems
• Career advancement paths
• Exit procedures and alumni relations

Think of this mapping process as creating a travel diary. You want to capture both the major destinations (key milestones) and the journey between them (day-to-day experiences).

Identify Misalignment

Look for gaps between your stated values and actual practices. For example, if your company claims to prioritize innovation but has a rigid approval process that stifles new ideas, that’s a clear misalignment. 

These disconnects often create confusion and frustration among employees. Common areas of misalignment include:

• Stated values vs. rewarded behaviors
• Leadership messaging vs. actual decisions
• Company policies vs. daily practices
• Performance metrics vs. cultural goals

After identifying where you aren’t aligned, the next step is to measure your organization’s culture against where you want to be.

Measure Against Metrics

When measuring company culture, concrete metrics transform abstract cultural concepts into actionable insights. While culture might seem intangible, its effects can be measured through key indicators such as employee turnover rates, engagement scores, productivity metrics, and even customer satisfaction levels. 

Look at trends in absenteeism, the number of internal promotions versus external hires, and the diversity of your workforce across different levels.

Regular pulse surveys and feedback mechanisms can provide quantitative data about your culture’s performance. Track metrics such as employee Net Promoter Score (NPS), participation in company events, and the number of referrals from current employees. 

These numbers tell a story about your culture’s health and impact on business outcomes. 

Shaping or Transforming Your Culture

With a knowledge of the type of culture in your organization, you can now decide whether to maintain it or make changes. Regardless of your choice, the tips below can help you maintain a workplace environment that aligns with your goals and values.

• Create a Culture Committee: Put together a dedicated team responsible for monitoring, developing, and implementing cultural initiatives within the organization. They act as champions for maintaining and improving company culture.
• Conduct “Culture Sprints”: These are short, focused periods (usually 2-4 weeks) dedicated to specific cultural improvements or initiatives. These are targeted efforts to address particular aspects of company culture that need attention.
• Integrate Micro-Feedback Loops: Implement regular, small-scale feedback mechanisms for continuous cultural assessment and adjustment. These could include quick surveys, brief check-ins, or short team discussions.
• Anchor DEI Goals in Daily Workflows: Embed Diversity, Equity, and Inclusion objectives into regular work processes and decision-making. Make them a natural part of daily operations rather than separate initiatives. As a result, they become an integral part of the company’s DNA rather than just another checkbox on a to-do list.
• Gamifying Cultural Engagement: Create point systems, leaderboards, or rewards for cultural contributions and participation. For example, employees might earn points for joining company events, mentoring colleagues, or contributing to cultural initiatives. This way, engaging with company culture becomes a fun and rewarding experience that motivates ongoing participation.

The Right Culture Leads to Sustainable Success

There are different types of company cultures. However, you must choose the one(s) that align with your organizational values and goals. Above, we described 14 types of workplace culture so you can understand your options. 

We also discussed how to evaluate your current culture and tips for transforming it. Use this information to build a workplace environment that drives sustainable success and employee satisfaction.

And remember, culture is dynamic. Therefore, your company culture will evolve as your organization grows and adapts to changing market conditions. So, stay flexible and open to making adjustments when needed.

And last, but not least: building a strong company culture doesn’t happen overnight—especially with a remote team. That’s where DistantJob comes in. Our specialized recruitment services connect you with remote employees who not only meet your technical needs but also align with your cultural values. Hire with confidence and build a culture-first remote team with DistantJob. Get in touch with us today!

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