Organizational Culture

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Organizational culture can be called a term accustomed to describe the way people define the values, goals, and overall vibe of their office. Founders and HR leaders usually develop and evangelize the culture, but it’s a constantly changing, employee-powered concept. These values should resonate with employees and make them want their work matters and rolls into a bigger purpose. Organizational culture is both how organizations get things done, and why. It’s what makes the difference between a team of hardworking, happy employees and a bunch of grumpy strangers.




Companies with strong organizational culture tend to be the sort that folks dream of working for. These businesses have a group of values that don’t just go on a commercial within the kitchen. Rather, employees at these companies are ready to easily articulate what their company does and why they are doing it. The organization contains a personality.

In addition to having a transparent mission, companies with strong organizational culture see transparent communication between leadership and employees, and collaboration among peers. Employees know what’s occurring within the corporate and why certain decisions are being made. They’re ready and desperate to help their fellow employees, even when a project falls outside their day-to-day responsibilities. These companies also tend to produce their employees opportunities for growth, with strong internal development programs and clear career ladders. Employees feel supported and valued.




The odds are stacked against a healthy culture: 85 percent of employees are actively disengaged from work, and one-third of employees tend to quit within the next year, as per a 2019 study. Another 2019 study found that employee loyalty has dropped across 20 industries, and other people cited weak company culture 'the culprit'.

Lack of engagement means folks aren’t really working—or aren’t working to the most effective of their abilities. Wavering loyalty means employees don’t find value within the organization’s goals, or they don’t trust leadership; this ends up in plenty of turnover. And if you don’t like your job and don’t trust leadership, you’re definitely not persuading anyone to hitch the team, which makes it harder and harder for HR to seek out new employees. Thus, organizational culture is of utmost importance to any organization.

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