Article

July 2, 2025

10 Steps to Build a Successful Company Culture

Francis Ndimba

Website & SEO Manager

10 minute read

A key question for today’s business leaders is, how to build a company culture? If the goal is building a great company culture, the first step is defining what you mean by work culture. From there, you can make adjustments to create a positive work environment. This guide includes several helpful strategies and tips to implement immediately.

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What is Company Culture?

What do we mean when we talk about building company culture? Workplace culture is the company’s shared goals and values. The culture includes how employees work together, policies, procedures, and decision-making within the company. The company culture encompasses these elements:

The Company Mission Statement

The company’s mission statement is crucial when building a healthy company culture. The mission statement sets out the core purpose and what its values are. It expresses how the company intends to reach its goals.

The Employer’s Expectations

Most employees want to do their work well and meet their employer’s expectations. The company owner and managers must ensure that employees are aware of the scope of their job duties. Employees must also understand the consequences of failing to meet the employer’s expectations.

Did You Know ?

The relationship between employees and their immediate supervisor is of prime importance in the workplace. This factor ranked highest in an employee job satisfaction survey conducted by McKinsey. The majority of the survey respondents (75%) said that their boss was “the most stressful” part of their job. Employees with a bad relationship with their boss described having low job satisfaction

Organizational culture includes the principles and values determining how managers and employees perform their work for the company. It influences whether employees feel engaged and satisfied in their work or not. Benefits of a strong organizational culture include:

Managers and employees share similar goals and agree on a plan to achieve them.
Employees feel comfortable about asking questions and expressing concerns to managers.
Businesses that know how to build a strong company culture attract top-notch candidates.

‍Read more : What is Company Culture? Importance and Best Practices

What does company culture mean in today's companies?

Company culture has evolved far beyond superficial perks and office aesthetics. It's the invisible operating system that guides every interaction, decision, and behavior within an organization. More than ever, it's a critical differentiator for attracting and retaining talent, driving innovation, and achieving business success.

Here's what company culture means in today's companies:

1. It's the Embodiment of Shared Values and Purpose

At its core, company culture represents the collective values, beliefs, and attitudes that define how things get done. It's not just a mission statement on a wall; it's the lived experience of those values in daily interactions.

Beyond Words: It's about whether the company actually lives up to its stated values of, for instance, "customer-centricity" or "innovation." Do actions align with words?
A Sense of Purpose: Employees, especially the younger generations, are increasingly seeking meaning in their work. A strong culture connects individual contributions to a larger, compelling purpose, fostering a sense of belonging and impact.

2. It Defines "How We Do Things Here"

Company culture dictates the unwritten rules and norms that shape workplace dynamics.

Communication Style: Is communication open and transparent, or more hierarchical and formal?
Decision-Making: Are decisions made top-down, or is there a culture of collaboration and employee input?
Problem-Solving: Is there a focus on quick fixes, or a more analytical, long-term approach to challenges?
Work-Life Balance: Does the culture genuinely support flexibility and well-being, or is it an "always-on" expectation?

3. It's a Key Driver of Employee Experience

Today, company culture is central to the overall employee experience, influencing everything from engagement and productivity to retention.

Psychological Safety: A healthy culture creates an environment where employees feel safe to speak up, take risks, and even make mistakes without fear of retribution. This is paramount for fostering creativity and growth.
Inclusion and Diversity: A truly modern company culture actively champions diversity, equity, and inclusion, ensuring everyone feels valued, respected, and has a sense of belonging, regardless of their background.
Growth and Development: Companies with strong cultures invest in their employees' growth through continuous learning opportunities, mentorship, and clear career paths.
Recognition and Appreciation: Acknowledging and celebrating contributions, both big and small, is vital for boosting morale and reinforcing desired behaviors.

4. It's a Competitive Advantage

In a competitive talent market, culture is often the deciding factor for job seekers.

Attracting Top Talent: A positive and well-defined culture acts as a magnet for individuals who align with the company's values and seek a supportive work environment.
Retention: Employees who feel connected to their company's culture are more engaged, productive, and less likely to leave, reducing turnover costs.
Innovation and Adaptability: A culture that embraces change, encourages experimentation, and promotes cross-functional collaboration is better equipped to innovate and adapt to market shifts.

5. It's Dynamic and Requires Constant Nurturing

Company culture is not static; it evolves as the business grows, and market conditions change.

Leadership's Role: Leaders are crucial in shaping and maintaining culture by consistently modeling desired behaviors and communicating values.
Employee Involvement: The most effective cultures are co-created with employees. Gathering feedback, involving them in cultural initiatives, and empowering them to live the values ensures authenticity.
Measurement and Adaptation: Regularly assessing the health of the culture through surveys, feedback, and open conversations allows companies to identify areas for improvement and adapt as needed.

In essence, company culture in today's world is the personality of an organization – a complex, multi-faceted entity that directly impacts its people, its performance, and its potential for a brighter future.

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What is the difference between employee, business, corporate and company culture ?

While "employee," "business," "corporate," and "company" culture are often used to describe the overall environment of an organization, there are subtle differences in their emphasis:

Company Culture and Corporate Culture: These terms are largely synonymous and are the most common and broad terms used to describe the overall shared values, beliefs, practices, and behaviors within an organization¹. They encompass everything from the mission statement and employer expectations to how employees interact and make decisions². When people talk about organizational culture, they are generally referring to company or corporate culture.
Business Culture: This term is very similar to company and corporate culture but can sometimes have a slightly broader scope, extending to how a business interacts with its external environment, including customers, partners, and the market. It might also more directly emphasize the values and ethics that drive business decisions and strategies. However, in most practical discussions, it's used interchangeably with company or corporate culture when referring to the internal environment.
Employee Culture: This term puts a direct spotlight on the employee experience and the interactions among employees themselves. While it is a part of the broader company or corporate culture, "employee culture" specifically highlights aspects like team dynamics, peer-to-peer relationships, employee well-being, recognition, and how employees feel supported and valued within the workplace. For instance, "employee culture ideas" would focus on initiatives that directly impact staff morale and collaboration.

In summary, "company culture" and "corporate culture" are the most comprehensive terms, with "business culture" being a close variant. "Employee culture" is a subset that specifically focuses on the human element and the internal relationships and experiences of the workforce within that larger organizational framework.

What is the link between company and organizational culture ?

Company culture and organizational culture are often used interchangeably, and indeed, they refer to the same core concept: the shared values, beliefs, practices, and behaviors that define a company's internal environment.

In essence, company culture is the organizational culture of a specific business². It's the unique personality of the workplace that dictates how employees interact, how decisions are made, what policies and procedures are followed, and ultimately, how the company achieves its goals

Both terms encompass elements like:

The company mission statement: This defines the core purpose and values
Employer's expectations: How the company expects employees to perform their job duties
Principles and values guiding work performance: This influences employee engagement and satisfaction

Therefore, when discussions revolve around building culture in business or creating a positive workplace culture, they are inherently addressing the development and evolution of the organizational culture within that company.

How to create and build a strong company culture ? 10+ Steps

1. Decide What your Ideal Company Culture Looks Like

There are many ways to build a company culture. The first step in building a healthy company culture is to define what that looks like for your company. Be prepared to spend a significant amount of time on this planning phase.

Your team wants to know why the company exists and what makes it different from others in its class. They want to understand the company’s values. People will have a hard time working for an employer if its stated values aren’t compatible with their own. For example, a candidate who cares very deeply about corporate responsibility around environmental issues may have a difficult time being happy working for a company that does not make sustainability a priority.

This candidate would have a better employee experience working for a company that matches their values.

It is better to take more time at the outset to determine what type of company culture will work best for your organization than to try to correct the workplace culture later. If you are going to build culture in a company, take the time to do it effectively.

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2. Compare Ideal Company Culture to the Existing One

Company culture starts to develop as soon as a business begins to scale. Team member interaction increases and more decisions require collaboration. When a business is in startup mode, the owner has a lot of influence over company culture. They rely on the vision for the company.

As more people join the company, the corporate culture continues to develop. Each employee brings their own set of experiences and values. These are integrated into the company culture.

When considering how to build a positive company culture, take an honest look at workplace culture that you admire or have experience with. Take elements from these work cultures and tweaks so match the company vision.

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3. Ask Employees for Input & Feedback

It’s unreasonable for any employer to walk in on a Monday morning and make an announcement to all employees that its company policies are changing, effective immediately. Those types of decisions do not improve employee morale, and likely lead to turnover.

Employees have opinions about corporate culture. Ask them what they think, through anonymous surveys. Workers are more likely to be honest about what they like about their current work environment if they feel they can express themselves freely.

When analyzing the survey results, look for recurring patterns in the responses. If several employees point out the same problem, that indicates a legitimate area of concern. Send out another survey to gather more information about specific “pain points.” Make it clear that you want your employees to have the digital tools and digital workplace they need to do their work well. This statement makes a positive impact on your team. They realize you care about more than just the bottom line.

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4. Encourage Work-Life Balance to Reduce Stress

We know it’s impossible to live in the modern world without some level of stress. When stress becomes too much to handle, it harms an employee’s everyday life, including their job satisfaction level.

Employees who take good care of their physical, mental, and spiritual health will be more effective and productive. Employees should not have to work 80-100 hours per week and give up a personal life to achieve career success.

Encourage all employees to take all of their allotted vacation days.
Offer access to mental health care through the benefits plan. Make sure employees are aware of this option and know how to access resources when needed.
Have an open-door policy with supervisors and managers. Let employees know that they can approach anyone on the management team (not just their manager) for a confidential discussion.
Schedule breaks during the workday. Encourage employees to step away from their workspace. They can interact with colleagues over coffee, walk for a few minutes, or even meditate during this time.

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5. Make Sure Employees Know Your Expectations

If you’re working through how to build culture in a company, make sure existing employees understand the company expectations for job performance. For example, if the company culture is team-oriented and transparent, team members might be expected to post regular updates of their work progress on the company intranet.

Some team members may be used to working more independently from previous work situations. If someone is used to only submitting finished work, communicating regularly with several other team members may feel awkward at first. A sensitive employee may even feel as though they are being micro-managed in this scenario.

Employees must understand what the company expects from them. This means that the company has to take time to educate employees about its expectations. Employees may have questions or concerns about the company’s expectations. They should always feel as though they have been heard and that their concerns are taken seriously. Company policy will not change based on each and every employee concern but management must make the effort to listen to employee concerns and consider them.

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6. Hire Candidates for Culture Too

When the time comes to add new employees, assess candidates carefully. It’s tempting to move quickly and offer available positions to those with the required education and experience. These candidates will likely ramp up quickly and require limited training. That does not necessarily mean they will be a good cultural fit.

You don’t necessarily want to hire several people from the same background, either. A diverse workforce made up of employees from different age groups and backgrounds, means each person brings their point of view to the table. This provides an advantage when discussing how to tackle a project or deal with a problem, thought diversity is one of the distinct advantages that hiring for culture brings.

You can always train a candidate who has most of the qualifications you are looking for if they are a good fit for your company culture. It’s more difficult for someone to change their personality to fit in a work environment that doesn’t feel comfortable for them.

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7. Use Digital Tools and Digital Workplace to Connect with Employees

Your company may hire employees to work in your home office, on the road, or remotely. There are digital tools to help all workers stay in touch with each other and feel as though they are part of the same corporate team.

An intranet platform is an excellent tool for onboarding new employees. The HR department can upload the required documents for new hires. The company intranet becomes an interactive source for the company manual, outlining expectations for employees. It includes sections on work hours, company policy for sick time, etc. This online tool makes it easy to automate certain functions, such as scheduling meetings or requesting annual leave. All employees can post updates on projects, ask for help when needed, and read company updates.

Watch the full LumApps demo

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8. Recognize Employee Achievements

A key component of employee engagement is ensuring that employees feel as though they matter to their employer. Employees who feel their contributions are not appreciated will start doing only the minimum. They won’t be enthusiastic about their job or their employer.

This scenario is common among employees who are not engaged in their work. It is also completely avoidable. As an employer, it is within your power and control to create a workplace culture where employees feel safe enough to share their ideas. Employees will know their ideas have been considered even if the company does not adopt all of them.

The company can give employee engagement a boost by recognizing when employees reach a milestone.

The names of new employees can be shared on the company intranet.
Birthdays and other important events should be announced to fellow workers.
Give the sales team a shout-out when they reach their target for the quarter.
Congratulate the marketing team on their successful handling of a new product launch.
Recognize the contribution of employees leaving for other employment opportunities, retirement, education, or family reasons.

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9. Remind Employees that their Work Matters

Today’s employees want to do something meaningful in connection with their work. They want to feel as though they have made a difference in their community. They don’t go to work so that they can collect their pay and go home. Employees who don't feel they are making a difference may become disenchanted and dissatisfied with their work.

Managers and executives must demonstrate to employees how the company's mission statement and values translate to a role that the employee can feel good about. For modern employees, this is a role where they can see that their contributions are doing something positive.

The desire to do good for the community does not end with simply performing their jobs well. Employees want to give back to their community. However, not all employees want to be at the forefront of community projects on behalf of your company, which is understandable. Some employees prefer to help others in quieter ways. Support and acknowledge employees who participate in fundraising activities throughout the year to raise money for charitable causes.

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10. Create Opportunities for Employees to Build Relationships

Successful companies understand the value of building positive relationships between employees. These businesses know that when workers see each other as colleagues, they can accomplish great things together. Employees from different teams can share their expertise to get tasks done quickly and efficiently. The key to developing these effective working relationships lies in giving employees opportunities to get to know each other in less formal circumstances.

Some companies set up a softball team and invite employees to play on weekends. This type of activity may not appeal to all employees. There are other ways to encourage employees to build relationships.

Work teams can get together for lunch or dinner.
The company can put aside funds for employees to attend happy hour at a local bar.
The management can organize a group outing to a sporting event.
Work teams can compete against each other in fun trivia contests posted on the company intranet. The winning team gets bragging rights and a prize.

As employees get to know each other in these casual circumstances, they will feel more comfortable with each other during business hours. Ideally, workers will feel they are safe, appreciated, and supported when they go to work. This is the type of environment where people are free to put forth their best effort and perform well on the job. The employer and the employee will reap the benefits of this type of supportive atmosphere.

11. Include juniors in mentorship programs

Successfully weaving junior employees into mentorship programs is a hallmark of a thriving company culture. It demonstrates a commitment to growth, fosters strong internal networks, and sets the stage for future leaders. Here's how company culture can effectively include juniors in mentorship programs:

1. Champion a Culture of Learning and Development

A company culture that prioritizes continuous learning naturally integrates mentorship.

Emphasize Growth Mindset: Cultivate an environment where learning new skills, seeking feedback, and embracing challenges are celebrated. This makes junior employees more receptive to mentorship and eager to participate.
Leadership as Learners: When senior leaders openly engage in their own learning and development, it signals to junior employees that growth is a lifelong journey and that mentorship is a valuable tool at all career stages.
Dedicated Time for Development: Ensure that the company culture supports allocating time for mentorship sessions, whether it's formal meetings or informal check-ins. This shows that development is a priority, not an afterthought.

2. Make Mentorship Accessible and Inclusive

Ensure that the program is designed to welcome and support all junior employees.

Clear Program Communication: Clearly communicate the purpose, benefits, and how to participate in the mentorship program. Use accessible language and multiple channels to reach all junior employees.
Diverse Mentor Pool: Actively recruit mentors from various departments, backgrounds, and levels of experience. This provides junior employees with a wider range of perspectives and ensures they can find a mentor who resonates with their specific needs and aspirations.
Flexible Program Formats: Offer different types of mentorship, such as one-on-one, group mentorship, or even reverse mentorship (where juniors mentor seniors on new technologies or trends). This caters to different learning styles and time commitments.
Proactive Matching: Don't leave it solely to juniors to find mentors. Implement a system that helps match mentees with suitable mentors based on goals, skills, and interests. Consider personality compatibility as well.

3. Structure for Success, But Allow for Organic Growth

While structure is important, avoid making the program overly rigid.

Define Clear Objectives: For both mentors and mentees, establish clear, achievable goals for the mentorship relationship. What skills should the junior employee develop? What insights should the mentor share? This provides focus and direction.
Provide Training and Resources: Equip both mentors and mentees with the tools they need. This includes training on effective communication, active listening, setting expectations, and giving constructive feedback.
Regular Check-ins and Feedback: Program administrators should regularly check in with both mentors and mentees to ensure the relationships are progressing well and to address any challenges. Encourage open feedback loops to continuously improve the program.
Celebrate Small Wins: Recognize and celebrate the progress and achievements of junior mentees and the dedication of mentors. This reinforces the value of the program and motivates continued participation.

4. Foster a Culture of Psychological Safety

Junior employees need to feel comfortable being vulnerable and asking questions.

Encourage Questions: Explicitly communicate that asking questions, even seemingly "basic" ones, is not only encouraged but expected. This helps juniors overcome imposter syndrome and learn effectively.
Embrace Mistakes as Learning Opportunities: Reinforce the idea that mistakes are part of the learning process. Mentors should provide constructive feedback and guidance, rather than criticism, to help juniors learn and grow from challenges.
Confidentiality and Trust: Establish clear guidelines around confidentiality within mentorship relationships to build trust and encourage open dialogue.

By integrating these practices into your company culture, you create a powerful system where junior employees feel seen, supported, and empowered to grow, ultimately strengthening your talent pipeline and fostering a more connected and innovative workforce.

12. Encourage initiatives and creativity through innovation labs

Innovation labs are designed to be engines of new ideas, breakthroughs, and solutions. However, their success is deeply intertwined with the company's overall culture. A robust, supportive company culture doesn't just enable an innovation lab to exist; it allows it to truly thrive. Here's the powerful link between company culture and innovation labs:

1. Fosters a "Safe-to-Fail" Environment

Innovation inherently involves risk and experimentation, which means failure is a natural part of the process.

Cultural Acceptance of Failure: A company culture that views failures as learning opportunities rather than punitive events is crucial for an innovation lab. If employees fear repercussions for ideas that don't pan out, they'll be hesitant to take the necessary risks for true innovation.
Psychological Safety: An innovation-driven culture promotes psychological safety, where individuals feel secure enough to voice unconventional ideas, challenge assumptions, and experiment without fear of judgment or negative consequences. This empowers the lab team to push boundaries.

2. Encourages Cross-Pollination and Collaboration

Innovation often sparks at the intersection of diverse perspectives and disciplines.

Breaking Down Silos: A strong company culture promotes open communication and collaboration across departments. This is vital for innovation labs, which often benefit from bringing together people with different expertise, from engineering and marketing to design and operations.
Knowledge Sharing: A culture that values knowledge sharing ensures that insights and learnings from the innovation lab are disseminated throughout the broader organization, and vice-versa. This prevents the lab from becoming an isolated bubble and amplifies its impact.

3. Provides Resources and Support

Innovation labs need dedicated resources, both financial and human, to operate effectively.

Leadership Commitment: A culture that champions innovation will have leadership that is committed to providing the necessary funding, time, and talent for the innovation lab. This signals to the entire organization that innovation is a priority.
Autonomy and Empowerment: Giving the innovation lab a degree of autonomy and empowering its teams to make decisions and pursue promising avenues—even if they seem unconventional—is a hallmark of a supportive culture.

4. Drives Purpose and Motivation

Innovation is fueled by passion and a sense of purpose.

Clear Vision: A company culture with a clear and compelling vision for innovation motivates lab members. When they understand how their work contributes to the larger organizational goals and societal impact, it ignites their drive to create.
Recognition and Reward: A culture that celebrates innovative efforts and recognizes contributions, regardless of immediate commercial success, reinforces the value of the lab's work and keeps teams motivated to push forward.

5. Cultivates a Learning Mindset

The world is constantly evolving, and innovation requires continuous learning and adaptation.

Continuous Learning: An innovation-centric culture encourages continuous learning, upskilling, and a curiosity for new trends and technologies. This ensures the innovation lab remains relevant and agile in its pursuits.
Adaptability: A flexible and adaptable culture allows the innovation lab to pivot quickly when initial assumptions are proven wrong, embracing new data and insights to refine its direction.

In essence, an innovation lab is a dedicated space for experimentation and new ideas, but it's the underlying company culture that provides the fertile ground, the necessary nourishment, and the guiding light for those ideas to blossom into real-world impact. Without a culture that genuinely embraces risk, collaboration, and learning, an innovation lab risks becoming an isolated unit, unable to fully integrate its breakthroughs into the broader business.

14. Make company culture attractive from the onboarding processes

Successfully integrating new hires into company culture is essential for their success and the overall vibrancy of your organization. It's about more than just paperwork; it's about building a sense of belonging and aligning individuals with shared purpose.

Here's how company culture can effectively include new hires:

1. Optimize Pre-Boarding for a Warm Welcome

The journey to cultural integration begins even before day one.

Set the Tone Early: Send a personalized welcome email or package with information about the company's values, mission, and what to expect. This helps mitigate anxiety and sets a positive tone.
Prepare Their Space: Ensure their technology is set up, and their workspace is ready. This seemingly small detail shows thoughtfulness and allows them to hit the ground running.
Virtual Introductions: Arrange virtual meet-and-greets with their team and key colleagues. This fosters connections before they even arrive.

2. Design a Comprehensive Onboarding Program

A structured onboarding program provides a clear roadmap for cultural immersion.

Introduce Core Values & Mission: Dedicate sessions to the company's history, mission, and core values. Share real-world examples and success stories that illustrate these principles in action.
Cultural Immersion Sessions: Conduct specific sessions on company culture, norms, and communication styles. This helps new hires understand the unique identity of your organization.
Mentor or Buddy System: Pair new hires with an experienced colleague (a "culture buddy") who can answer informal questions, share unwritten rules, and help them build internal networks. This human connection is crucial for confidence and integration.
Team-Building Activities: Organize social activities, team lunches, or group outings. These informal gatherings foster camaraderie and help new hires connect with existing employees on a personal level.

3. Encourage Open Communication and Feedback

Creating a safe space for new hires to express themselves is vital.

Regular Check-ins: Schedule regular one-on-one meetings with managers to discuss progress, provide feedback, and address any concerns. This demonstrates support and a commitment to their success.
Open Dialogue: Emphasize the importance of open communication channels. Encourage new hires to ask questions, raise concerns, and share their ideas freely.
Feedback Loops: Collect feedback from new hires on their onboarding experience through surveys or informal conversations. This allows you to continuously improve the process and adapt to evolving needs.

4. Clarify Objectives and Expectations

Aligning new hires with their roles and how they contribute to the company's vision is key.

Role Clarity: Clearly define job responsibilities, performance expectations, and how their contributions impact the team and the organization.
Set Achievable Goals: Establish clear, measurable objectives for their first 30, 60, and 90 days. This provides a sense of purpose and direction.

5. Lead by Example

Company culture cascades from the top down.

Executive Buy-in: Ensure leaders and managers embody the company's values and actively participate in the cultural integration of new hires. When senior leadership lives the values, others follow suit.
Work-Life Balance: Set a positive example for work-life balance and encourage new hires to define and strive for their own. This shows respect for their personal time and well-being.

By thoughtfully weaving these strategies into your onboarding process, you empower new hires to become productive, engaged members of your team who feel valued and truly connected to the LumApps mission.

How to develop a healthy company culture and make sure it does not become toxic?

Developing a healthy company culture and ensuring it doesn't become toxic is an ongoing, proactive commitment from leadership and every team member. It's about establishing clear principles and consistently reinforcing them.

Here's how to achieve and maintain a thriving, non-toxic culture:

1. Define and Live Your Values

A healthy culture starts with a clear foundation.

Identify Core Values: Go beyond buzzwords. What truly matters to your organization? Collaboration? Integrity? Innovation? Empathy? Involve employees in this process to foster buy-in.
Operationalize Values: Don't just list them. Define what each value looks like in daily behavior. For example, if "Collaboration" is a value, how do employees demonstrate it? What processes support it?
Lead by Example: Senior leadership must consistently embody these values in every interaction and decision. Hypocrisy at the top is the quickest way to toxic culture.
Integrate into Processes: Weave values into hiring, onboarding, performance reviews, promotions, and recognition programs. This reinforces what's truly valued.

2. Prioritize Open and Transparent Communication

Poor communication is a major source of toxicity.

Foster Psychological Safety: Create an environment where employees feel safe to speak up, ask questions, admit mistakes, and offer constructive criticism without fear of retribution. This is paramount.
Establish Clear Channels: Ensure there are multiple, accessible ways for employees to give feedback, raise concerns, and share ideas, both formally (e.g., surveys, suggestion boxes) and informally (e.g., skip-level meetings, open-door policies).
Regular, Honest Updates: Leaders should provide consistent, transparent communication about company performance, challenges, and future direction. Avoid sugarcoating difficult news, but always frame it constructively.
Active Listening: Encourage and train managers to actively listen to their teams, not just hear them. Follow up on concerns.

3. Cultivate Respect and Inclusivity

A toxic culture often stems from a lack of respect or feelings of exclusion.

Promote DEI (Diversity, Equity, and Inclusion): Actively build a diverse workforce and ensure that every individual feels a sense of belonging and has equitable opportunities. Challenge unconscious biases.
Encourage Mutual Respect and Zero Tolerance for Disrespect: Implement clear policies against harassment, discrimination, bullying, and any form of disrespectful behavior. Enforce these policies consistently and fairly, without exceptions for high performers.
Celebrate Differences: Encourage employees to share their unique perspectives and backgrounds. Recognize that diverse viewpoints lead to stronger solutions.
Empathy Training: Provide training that helps employees understand different perspectives and react with empathy.

4. Provide Growth and Development Opportunities

A stagnant environment can breed resentment and disengagement.

Invest in Learning: Offer opportunities for skill development, training, and career advancement. When employees see a future, they are more engaged.
Mentorship and Coaching: Implement mentorship programs and encourage a coaching mindset among managers to support employee growth.
Fair Performance Management: Ensure performance reviews are constructive, objective, and tied to clear goals. Provide regular feedback, not just during annual reviews.

5. Address Conflict and Toxicity Swiftly and Fairly

Ignoring problems allows them to fester.

Clear Conflict Resolution Process: Have a defined, transparent process for addressing workplace conflicts and grievances.
Address Toxic Behavior Immediately: Don't let toxic behaviors (e.g., chronic negativity, backstabbing, credit-stealing, micromanagement, bullying) persist. Intervene early and directly, even if it's a high performer.
Focus on Behavior, Not Personality: When addressing issues, focus on specific behaviors that violate cultural norms or values, rather than attacking a person's character.
Support for All Parties: Provide support for both those who raise concerns and those who are being addressed, ensuring fairness and due process.

6. Promote Work-Life Integration

Burnout and unreasonable expectations contribute to toxicity.

Set Realistic Expectations: Ensure workloads are manageable and deadlines are reasonable. Avoid glorifying overwork.
Encourage Breaks and Time Off: Promote a culture where taking breaks, disconnecting, and utilizing paid time off is encouraged and respected.
Flexibility When Possible: Offer flexible work arrangements (e.g., remote work, flexible hours) where feasible to help employees manage personal and professional responsibilities.

7. Regularly Assess and Adapt

Culture is not a "set it and forget it" initiative.

Pulse Surveys and Feedback: Regularly gather anonymous feedback on culture health, leadership effectiveness, and employee engagement.
Exit Interviews: Analyze insights from departing employees to identify recurring issues or patterns that might indicate cultural problems.
Culture Champions: Designate internal "culture champions" or a dedicated committee to monitor culture, suggest initiatives, and reinforce values.
Be Prepared to Evolve: As the company grows, changes, or faces new challenges, its culture may need to adapt.²⁶ Be open to re-evaluating and making necessary adjustments.

By proactively focusing on these areas, companies can cultivate a healthy, vibrant culture that not only attracts top talent but also fosters a positive, productive, and sustainable work environment for everyone.

Examples of companies that have build a healthy and strong company culture

Many companies are renowned for their healthy and strong company cultures, demonstrating that a positive organizational culture is a cornerstone of success. Here are a few notable workplace culture examples:

Google: Google's corporate culture thrives on innovation, transparency, and a strong sense of mission. They encourage creativity by allowing employees to work in spaces that suit their needs and foster open communication across all levels. Google also provides substantial financial support and internal mobility, which enhances employee satisfaction and drives continuous innovation.
Netflix: Netflix's culture emphasizes freedom and responsibility. Employees have significant decision-making authority, and the company promotes candid, direct communication. The "Informed Captains" concept ensures that one person considers diverse opinions before making a decision, and the "Disagree Then Commit" principle encourages voicing dissent before fully committing to a chosen path. This approach fosters a high-performance working culture where employees feel a sense of ownership.
Salesforce: Salesforce stands out for its commitment to trust and community involvement, viewing trust as its number one value. They prioritize ethics, transparency, and deep listening. Their culture also actively encourages employees to participate in community support programs, showcasing a belief that business can be a powerful platform for change. Salesforce's "Ohana" culture emphasizes strong, family-like bonds among employees, promoting collaboration, inclusivity, and well-being.
Zappos: Zappos is almost as famous for its company culture as for its products. Their core values include "Create fun and a little weirdness" and "Be adventurous, creative, and open-minded". Zappos prioritizes hiring for cultural fit, even offering new hires a financial incentive to quit if they don't feel genuinely committed to the company's values after onboarding. They focus on employee happiness and continuously evolve their culture.
Southwest Airlines: Southwest Airlines is known for its fun and loving corporate culture. They prioritize their employees, fostering strong relationships and empowering staff to go the extra mile for customers. Their values include a "Warrior Spirit," "Servant's Heart," and "Fun-luving Attitude," which are actively embodied by employees and reinforced through rituals like "Culture Blitzes".
Patagonia: Patagonia's organizational culture is built around action and lives its values of building quality products, protecting the planet, and using business as a force for good. They actively encourage employees to engage in outdoor activities, aligning their passions with the company's mission.
HubSpot: HubSpot's culture code emphasizes values like humility, empathy, adaptability, remarkableness, and transparency. They trust employees with autonomy, encourage ownership of results, and support career development with purpose. Transparency and continuous learning are key elements, with a focus on flexibility and professional growth.
Pixar: Pixar's culture is designed to unlock creativity. They focus on breaking down silos, encouraging open feedback, and building trust through collaboration. Daily team reviews and "brain trusts" offer candid input without ego, promoting psychological safety to nurture early ideas into successful creations.

These examples demonstrate that a strong company culture is not just about perks, but about deeply ingrained values, clear expectations, and a genuine commitment to employee well-being and growth.

How can intranets like LumApps convey company cultures ?

Intranets like LumApps are powerful tools for not just communicating company culture, but actively shaping and reinforcing it. They move beyond being mere repositories of information to become dynamic hubs that reflect the company's personality, values, and the way people work together.

Here's how LumApps, as a connected employee hub, helps convey company culture:

1. Visual Identity and Branding: The First Impression

Customizable Design: LumApps allows companies to tailor the intranet's look and feel to precisely match their brand guidelines. This includes logos, color schemes, fonts, and imagery. A modern, vibrant, and intuitive design signals a forward-thinking, adaptable culture. Conversely, an outdated or clunky design can convey a slow, resistant-to-change culture.
Reflecting Personality: Is your culture playful, serious, innovative, or collaborative? LumApps' flexibility enables you to design layouts, use specific types of visuals (e.g., professional stock photos vs. candid employee shots), and integrate multimedia that directly convey that personality.

2. Amplifying Values and Purpose

Dedicated "Values in Action" Sections: LumApps can feature prominent sections on the homepage or dedicated pages that showcase the company's core values.⁶ This isn't just about listing them; it's about dynamic content.
- Employee Spotlights: Highlight employees who exemplify a particular value through their work or actions.⁷ This makes values tangible and relatable.
- Success Stories: Share project success stories that demonstrate how the company's values led to positive outcomes.
- Leadership Messages: Executives can share messages, videos, or blog posts specifically reflecting on the importance of certain values in achieving company goals.
Purpose-Driven Content: Beyond values, LumApps can host content that articulates the company's mission and purpose. This helps employees understand the "why" behind their work, fostering a sense of shared direction and belonging.

3. Fostering Connection and Collaboration (The Social Aspect)

Social Communities and Groups: LumApps excels in creating dedicated "Communities of Interest" (e.g., for hobbies, DEI groups) and "Communities of Practice" (e.g., for specific skills or projects). These spaces allow employees to connect, share knowledge, and build relationships beyond their immediate teams, breaking down silos and fostering a sense of community.
Interactive Features: Likes, comments, shares, polls, and forums embedded within news articles and community posts encourage two-way communication. This moves from a top-down information push to a dynamic conversation, signaling an open and engaging culture.
Employee Directory & Profiles: A robust, easy-to-search directory with rich employee profiles (including skills, interests, and departments) encourages organic connections and knowledge sharing. This reinforces a culture of transparency and collaboration.
Peer Recognition: LumApps can integrate recognition features that allow employees to give "shout-outs" or "kudos" to colleagues who embody company values or go above and beyond. This actively cultivates a culture of appreciation and positive reinforcement.

4. Enabling Transparent Leadership Communication

Leadership Corners: Dedicated sections for executive messages, video updates, Q&A sessions, and personal blogs make leaders more accessible and relatable. This fosters trust and alignment around strategic direction.
Town Halls & Live Events: LumApps can host live-streamed company-wide meetings and town halls, allowing for real-time interaction and direct communication from leadership. This promotes transparency and ensures everyone is "on the same page."

5. Streamlining Onboarding and Growth

Onboarding Portals: LumApps provides a personalized and engaging onboarding experience for new hires. By centralizing essential information (company history, culture guides, team introductions, policies), it immediately immerses new employees in the company culture from day one.
Learning & Development Hubs: A culture of continuous learning can be reinforced by a dedicated space for training modules, internal courses, and skill-building resources.

6. Supporting Flexibility and Inclusivity

Mobile Accessibility: With a mobile-first design and dedicated app, LumApps ensures that all employees, including frontline or deskless workers, can access company culture and information anytime, anywhere. This fosters inclusivity by connecting everyone, regardless of their work location.
Multilingual Capabilities: For global organizations, LumApps' multilingual features help ensure that cultural messages and company news are accessible to all employees in their preferred language, demonstrating a truly inclusive environment.

By strategically leveraging these features, LumApps becomes more than just an intranet; it transforms into a living embodiment of the company's culture, driving connection, collaboration, and a sense of shared purpose across the entire organization.

Get to know more

Ready to transform your company culture with a future-ready intranet? Take the next step:

Watch a LumApps demo to see these culture-building features in action
Request a personalized demo to discuss your unique needs with our team

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Creating a robust company culture is not an option but rather a necessity for organisations aiming for long-term success and sustainability. Company culture is the bedrock upon which companies can build a motivated workforce, drive employee engagement, attract top talent and foster a collaborative and innovative environment. LumApps’ game-changing employee intranet solution provides a digital platform that supports and enhances the key elements of a strong one.

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