Most people who express a desire to work for popular Fortune 500 companies often do so because those companies have an enticing reputation for serving Starbucks for breakfast and KFC for lunch. It’s easy to think that company culture is defined by tangible perks—free snacks, casual dress codes, or ping-pong tables in the break room. While these perks can be part of a company’s culture, they are surface-level elements and do not necessarily stand the test of time.
What is Company Culture?
Company culture refers to the shared values, beliefs, attitudes, and behaviors that shape an organization and the environment in which employees work. It is a critical element for the success of an organization because it impacts employee engagement, job satisfaction, productivity, and retention. It’s the “personality” of the organization, influencing everything from decision-making and communication to how employees interact with each other and with clients.
If you’re looking to set up a company culture for your organization, here are the things to keep in mind:
- Have Strong Vision and Values: Company culture is grounded in the organization’s values and beliefs, which act as a guiding compass, influencing decision-making, employee treatment, and the organization’s overall mission. For example, Google’s culture emphasizes openness, creativity, and collaboration. Their famous “Don’t be evil” motto encapsulates their commitment to ethical business practices. With a strong focus on innovation, Google encourages employees to experiment and challenge the status quo, fostering an environment where creativity can thrive. This is why they have produced innovative and life-changing products.
- Effective Communication Style: Whether it’s formal or informal, open or hierarchical, communication within a company shapes its culture. At Google, for instance, open communication is a cornerstone of their culture. They have implemented several initiatives to foster transparent communication, such as their “TGIF” meetings, where executives share the latest company updates and employees can ask questions directly. This approach ensures that everyone feels included and valued, regardless of their position. Apple, on the other hand, leans more toward a controlled and hierarchical communication style. While Apple encourages creativity and input from employees, communication often flows from top to bottom. This reflects the company’s focus on product design and leadership-driven innovation, where decisions are often made by senior leadership to maintain the brand’s cohesive vision.
- Approach to Leadership: Whichever way you look at it, leadership style directly influences company culture. Leaders set the tone and serve as role models for how employees should behave. Richard Branson’s leadership at Virgin Group, for instance, has helped establish a culture of empowerment and freedom. Branson believes in treating employees as equals and encourages leaders to take risks and think outside the box. His hands-off approach fosters a culture of independence, where employees feel trusted to take charge and make decisions. See How Micromanagement Limits Employee Productivity.
- Employee Engagement And Collaboration: Companies with collaborative cultures encourage employees to work together, share knowledge, and support one another. This fosters positivity and a sense of belonging. Google, for instance, has collaboration as a key part of its culture. Their open office design and focus on cross-departmental collaboration help employees engage with colleagues from different backgrounds and skill sets. Google has also introduced “20% time,” which allows employees to work on projects outside of their primary responsibilities, fostering a culture of innovation and team-driven problem-solving.
- Work Environment: Whether it’s an open office, remote workspaces, or a more traditional setting, the physical environment also contributes to company culture. Apple’s corporate headquarters in Cupertino, the Apple Park, is an architectural marvel designed to inspire creativity and collaboration. The open, airy workspace encourages interaction among employees, while the minimalist design reflects Apple’s focus on simplicity and elegance. The environment aligns perfectly with their culture of innovation and cutting-edge design.
Company culture is the backbone of any successful organization. – Gary Vaynerchuk
What Company Culture isn’t
It’s easy to fall into the trap of assuming that certain elements of your organization automatically define your culture, when in reality, they might not truly reflect its deeper, more meaningful aspects.
Here’s what company culture isn’t:
- Free Snacks And Perks: Google’s well-known perks—such as free meals, fitness centers, and game rooms—are certainly a part of their company culture, but the real essence of Google’s culture goes far beyond these offerings. It’s about empowering employees to innovate, collaborate, and create meaningful impact. While these perks complement the culture, they don’t define it. In the end, they remain surface-level elements of a much deeper cultural foundation.
- Imitating Your Competitors: Apple and Google have very different company cultures. Google thrives on openness and collaboration, whereas Apple emphasizes perfectionism and design-driven innovation. The success of both companies lies in their ability to stay true to their unique cultures, rather than imitating others. Company culture isn’t something you can copy from another organization and expect it to work. Every company is unique, and its culture must reflect the specific needs and aspirations of its people.
- All About Fun: At Salesforce, the company culture places a strong emphasis on both customer success and employee well-being. Their company-wide “Ohana” events (Hawaiian for “family”) bring employees together to celebrate milestones and foster relationships. However, the core focus remains on hard work, collaboration, and providing value to customers. If fun becomes the primary focus, it can overshadow the deeper aspects of culture, such as accountability, professionalism, and growth. A strong company culture should also include hard work, challenges, and a commitment to excellence—not just fun events and socializing.
- Excessive Focus on Leadership and HR: At Southwest Airlines, the company culture is shaped not only by leadership but also embraced by employees across all levels. Their dedication to excellent customer service and fostering a fun, caring atmosphere shines through in every interaction, from the CEO to the flight attendants. Company culture isn’t something that can solely be assigned to leadership or HR. It’s a collective effort that involves every individual within the organization. While leadership is key in setting the tone, every employee contributes through their actions, attitudes, and interactions. Culture isn’t defined by memos or policies—it’s an ongoing, shared endeavor.
- Fixed modus operandi: Satya Nadella’s leadership at Microsoft exemplifies how a company culture can evolve. Under his guidance, Microsoft transitioned from a competitive, “know-it-all” mentality to one that fosters growth, collaboration, learning, and innovation. As employees come and go, and as the company adapts its strategy or structure, its culture must evolve in tandem. If a company doesn’t adjust its culture to align with changing circumstances, it risks facing disengaged employees and internal conflicts.
Conclusion
Company culture is a fundamental force that influences how individuals collaborate, communicate, and achieve together. It’s not just about the perks or the physical workspace—it’s rooted in shared values, mutual respect, and trust. When cultivated effectively, a strong culture boosts employee engagement and motivation, which ultimately propels both personal and company success. By recognizing what company culture really entails (and what it doesn’t), you can build an environment that supports long-term growth and enhances employee satisfaction.
