Over the years, several studies have analyzed the impact of company culture on productivity levels. Organizational culture isn’t just a trend, it is a determining factor for many candidates when searching, interviewing, accepting, and staying at jobs.
This is evident from a survey by Glassdoor which found that 77 percent of job seekers would consider a company’s culture before applying for a job.¹ In fact, 70 percent of professionals in a study conducted by LinkedIn indicated that they wouldn’t work at a leading company if it meant they had to tolerate a bad workplace culture.²
But what exactly makes a great company culture? To answer this question, we turned to employees themselves, gathering insights from surveys, studies, and personal anecdotes to offer a candid look into what employees believe constitutes a great company culture.
What Is Company Culture?
Company culture encompasses everything from the company’s mission and vision to its leadership style, communication patterns, decision-making processes, and organizational structure—It’s simply a summation of how things are done.
Building an organizational culture is usually a combination of intentional efforts and organic evolution through efficient leadership, well-structured policies and procedures, and a welcoming, inclusive, and comfortable working environment.
Diving in… What Makes a Great Company Culture?
Many employees have taken to reasons beyond paychecks and benefits when asked what defines a good workplace culture. According to them, a great company culture lies in the presence of several factors, these include:
1. A Sense of Purpose and Community
Millennials and Gen Zs, who constitute the workforce’s dominant demographic, are increasingly pushing for careers with a sense of purpose. For most, a sense of belonging helps them feel that their work is meaningful and contributes to a larger goal.
According to a McKinsey & Co. podcast, the researchers discovered that 70 percent of respondents define their purpose through their work, and millennials are more likely to see their work as a life calling.³ Interestingly, in another study, about 42 percent of Gen Zs surveyed said they would choose a company that provides them with a greater sense of purpose over one that pays more.⁴
2. Opportunities for Career Growth
Post-COVID, opportunities for career growth and development have become a top determinant of how strong employees perceive their company culture to be. A study by LinkedIn reveals that 93 percent of employees say that opportunities for professional growth and development are important in their decision to stay with a company.⁵
“Employers looking to boost recruiting and retention efforts should prioritize building strong company culture and value systems, amplifying the quality and visibility of their senior leadership teams and offering clear, exciting career opportunities to employees.”
Glassdoor’s Chief Economist, Andrew Chamberlain
This clearly shows that when employees feel they have a clear path to advancement within the company, they are more likely to stay engaged and committed.
3. Positive Work Environment
In today’s fast-paced world, employees seek employers who understand the importance of maintaining a healthy balance between work and personal life. Following the post-pandemic developments, employees don’t feel they have the flexibility they did during the pandemic. Frankly speaking, they want that flexibility back.
They want to feel like you, as the employer cares about their well-being and is willing to accommodate their personal needs, whether offering flexible working hours, remote work options, or wellness programs.
Fifty-two percent of respondents in McKinney’s survey said they were quick to accept jobs that offered some flexibility with remote work.⁶ To create a positive work environment, as the employer, you need to embrace the hybrid virtual work system.
4. Recognition and Appreciation
Employees appreciate being recognized for their hard work and contributions to the company, which drives their motivation to work. According to a survey by Workhuman, 89 percent of respondents said recognition helps them feel happier at work, and 86 percent said it helps them build stronger relationships with colleagues.⁷
5. Inclusivity and Diversity
Inclusivity and diversity are important aspects of company culture. Thirty-two percent of employees and candidates in Glassdoor’s Diversity and Inclusion Workplace Survey said they would not apply for a position at a company with a lack of diversity in its workforce.⁸
Employees want to feel that they are working in a supportive and inclusive environment where everyone is valued and respected, regardless of their background, ethnicity, gender, sexual orientation, religion, or disability status.
“If you hire only those people you understand, the company will never get people better than you are. Always remember that you often find outstanding people among those you don’t particularly like.”
~ Soichiro Honda
Why Is Company Culture Important?
Great company culture is a force that drives key productivity factors, including:
Employee Engagement
A positive company culture can help employees feel engaged and motivated. When employees feel connected to their organization’s values and mission, they are more likely to be committed to their work and willing to go above and beyond to help the company succeed.
Brand Image
The company culture constitutes a shared set of values and beliefs all employees hold. This is what forms the foundation of an organization. When employees have good experiences, they tend to share the word, which can go a long way in attracting prospective candidates or clients to your business.
Innovation
A positive company culture drives innovation and creativity. When employees feel free to express their ideas and opinions and are encouraged to take risks and think outside the box, they are more likely to come up with new and innovative solutions to problems.
Collaboration
When employees feel part of a supportive and inclusive work environment, they are more likely to collaborate effectively with their colleagues, share ideas, and work together to achieve common goals.
Employee Well-Being
When employees feel supported and valued at work, they are less likely to experience stress, burnout, or other adverse health outcomes. This, in turn, leads to better job satisfaction, higher levels of engagement, and improved overall quality of life.
Creating a Company Culture That Lasts
When all is said and done, company cultures will stand the test of time when leaders like you thoroughly select candidates who fit into the bigger picture.
This doesn’t mean being discriminatory; it is simply selecting individuals who sincerely want to be a part of your organization. Creating a sense of purpose boils down to this step. With culturally fit hires, you’ll have employees whose values and purpose align with the organization’s mission.
YOU DON’T NEED TO DO THE WORK. RASO360 WILL DO IT FOR YOU!
At Raso360, we understand how important company culture is, and we’re committed to hiring creatives that are driven, experienced, and innovative. Whether you’re looking to fill a single position or build a team of top talent, we’ll help you find the right candidates for your business.
Contact us today to learn more about our staffing solutions and how we can help you achieve your goals.
References
1. Glassdoor. “New Survey: Company Mission & Culture Matter More Than Salary”. https://www.glassdoor.com/blog/mission-culture-survey/. Last Updated November 25, 2019. Accessed February 22, 2023.
2. McQueen, Nina. “Workplace Culture Trends: The Key to Hiring (and Keeping) Top Talent in 2018”. https://blog.linkedin.com/2018/june/26/workplace-culture-trends-the-key-to-hiring-and-keeping-top-talent. Published June 26, 2018. Accessed February 22, 2023.
3. McKinsey&Company. “The search for purpose at work”. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-search-for-purpose-at-work. Published June 3, 2021. Accessed February 22, 2023.
4. LEVER. “2022 Great Resignation: The State of Internal Mobility and Employee Retention Report”. https://www.lever.co/research/2022-internal-mobility-and-employee-retention-report/?utm_medium=pr&utm_source=news&utm_campaign=leverbrand&utm_content=job%20crafting%20report. Accessed February 22, 2023.
5. Lynn, Robinson. “Retain More Employees in 2022 With Professional Development”. https://www.linkedin.com/pulse/retain-more-employees-2022-professional-development-robinson-lynn?trk=articles_directory. February 10, 2022. Accessed February 22, 2023.
6. McKinsey&Company. “What employees are saying about the future of remote work”.https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/what-employees-are-saying-about-the-future-of-remote-work. Published April 1, 2021. Accessed February 22, 2023.
7. SHRM–Globalforce. “Using Recognition and Other Workplace Efforts to Engage Employees”. https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/documents/shrm-globoforceemployeerecognition%202018.pdf. January 18, 2018. Accessed February 22, 2023.
8. Glassdoor. “Diversity & Inclusion Workplace Survey”.
https://www.glassdoor.com/employers/blog/diversity-inclusion-workplace-survey/
September 30, 2020. Accessed February 22, 2023.
