Have you ever walked into a company and immediately felt the atmosphere? Some organizations just have a distinct energy from the moment you step in—employees are motivated, teams work seamlessly together, decisions are made quickly, and everyone is aligned toward a common goal. And then, there are places where it’s the exact opposite—people are just waiting for the workday to end, and no one seems to care about the team’s growth.
Where does this difference come from? The answer is one word: Organizational Culture!
Organizational culture isn’t something that’s just written in a company’s mission statement or buried in a CEO’s PowerPoint slides. Culture is what people live and breathe every single day.
But how do you build a strong organizational culture? And more importantly, how do you sustain it so it doesn’t fade away over time?
Let’s break it down together.
How Does Organizational Culture Take Shape?
Culture doesn’t develop overnight. Instead, it grows like a tree—first, a seed is planted, then the roots deepen, branches and leaves start to form, and eventually, it becomes a strong, thriving presence.
🔹 Founders and leaders plant the first seed of culture.
Every organization starts somewhere, and the founders and early leaders have the biggest influence on its culture.
- If the leaders of a startup emphasize innovation and creativity from day one, that value becomes embedded in the company.
- If a CEO constantly pushes for high performance and competition, that mindset shapes the company’s DNA.
🔹 Everyday behaviors shape culture.
✅ If managers trust their teams, a culture of trust is built.
✅ If a company values learning and growth, a culture of continuous learning emerges.
✅ If an organization is laser-focused on performance and numbers, a results-driven culture takes root.
🔹 Employee experiences either strengthen or weaken the culture.
If employees see that the company truly upholds its stated values, they’ll trust and reinforce that culture. But if they realize those values are just empty words, the culture will start to erode.
How to Build a Strong Organizational Culture?
1. Define Real Values (and Live by Them).
🔹 Some companies put a list of values on the wall, but they don’t reflect in everyday actions.
🔹 A strong culture emerges when values are real and visible in decision-making.
🔹 Example:
- Netflix champions “Freedom and Responsibility”—employees have a lot of autonomy but are also expected to be highly accountable.
- Amazon lives by “Customer Obsession”—every decision revolves around what’s best for the customer.
2. Leaders Must Be Culture Role Models.
🔹 Culture isn’t just built from the bottom up—leaders play a key role.
🔹 If a manager says “transparency is important” but holds key meetings behind closed doors, the culture won’t stick.
🔹 Leaders must embody the behaviors they want the rest of the company to follow.
3. Hire for Cultural Fit.
🔹 Skills can be taught, but culture fit is crucial. Even the most talented person can disrupt a strong culture if they don’t align with it.
🔹 Companies like Zappos and Google hire people not just for their skills but also for how well they match the company’s values and mindset.
4. Communicate Clearly and Openly.
🔹 In companies with strong cultures, everyone knows what’s expected of them.
🔹 Policies, decisions, and values must be transparent and easy to understand.
🔹 Regular meetings, open feedback loops, and communication tools help keep the culture alive.
5. Keep Organizational Stories Alive.
🔹 A strong culture is often carried by stories that inspire employees.
🔹 Example: Steve Jobs frequently shared the story of Apple’s early days in a garage, reinforcing the idea of innovation and ambition.
🔹 These stories make employees feel like they’re part of something bigger.
6. Integrate Culture Into Everything.
🔹 Culture isn’t an abstract concept—it should be embedded in every aspect of the company.
🔹 From how meetings are run to how office spaces are designed, from HR policies to crisis management—everything should reflect the culture.
How to Sustain Organizational Culture?
Building a strong culture is one thing, but keeping it alive is a whole different challenge! Many companies start with a great culture, but as they grow, it begins to fade.
✅ 1. Continuously Evaluate Culture.
- Are company values still visible in daily operations?
- Do employees feel that the culture has changed?
✅ 2. Align Organizational Changes with Culture.
- As a company grows, processes become more complex.
- It’s crucial to ensure that growth doesn’t dilute the core culture.
✅ 3. Invest in Cultural Development.
- Culture isn’t static—it needs to be nurtured continuously.
- Workshops, mentoring programs, and team-building activities help keep it strong.
✅ 4. Take Employee Feedback Seriously.
- The best way to detect cultural decline is by listening to employees.
- Companies that ignore feedback often see their culture weaken over time.
Organizational Culture is a Living Entity!
✔ Culture doesn’t develop overnight—it evolves over time.
✔ Leaders, everyday behaviors, and employee experiences play a crucial role in shaping and sustaining culture.
✔ A strong culture should be visible in every aspect of the organization—from hiring and decision-making to daily interactions.
✔ Maintaining culture is harder than creating it! Companies that aim for long-term success must ensure their culture grows alongside them.
Now, it’s your turn!
Think about the companies you’ve worked at—how well did they maintain their organizational culture? Have you ever noticed how culture shifts as a company grows? Let’s discuss! 😊
