Every organization has a culture. However, the culture you have may not be the one you aspire to achieve. Building an ideal culture takes intentional effort and done well, the results can be amazing.
Doing a web search on what percentage of all organizations actively work on their culture, “the newest statistics on company culture indicate that 54% of highly engaged employees feel the culture in their workplace has improved, while 35% believe it hasn’t changed. On the other end of the spectrum are the 10% who claim their organization’s culture has declined.” So, just less than half of organizations still feel their culture has not improved or gotten worse.
Examples of Desirable Culture
Whichever bucket your organization is in, investing in culture will benefit everyone. So, TAC has collected a list of culture examples that might be part of your own culture, or something you might consider:
- CASA Mental Health: Ranked highly for DE&I initiatives, co-worker relationships, workplace flexibility, and strong brand and reputation.
- CIBC: Support of charitable and community causes.
- Doane Grant Thornton: A fierce commitment to client success.
- Great Little Box Company: Employee engagement programs.
- Hootsuite: Their cultural fit interviews seek people who thrive in a collaborative spirit. Their no door policy encourages free-flowing ideas and teamwork.
- IKEA: Believes that values can only come from the heart. So, this belief has helped shape an organizational culture that focuses on humbleness, equality and simplicity.
- RBC: Coming together for our communities.
- Shopify: The sum of every single individual at Shopify.
- Telus: Driving innovation by investing in smart cities, sustainability, and more to create a brighter future.
- Wealthsimple: The organization’s culture puts employee values first.
There are many other attributes of culture beyond the examples provided above. Furthermore, each organization and each industry may consider other unique elements of their culture. The most successful organizations are not the ones that never make mistakes, but the ones that learn from them, find new ways of moving forward while staying true to their purpose and values.
Since changing the existing culture or building one from the ground up is a long process, if leaders are committed to the process to build an ideal culture, they will increase the organization’s chances for success.
To learn what’s important to your employees, consider using a customizable engagement survey to collect the opinions of your stakeholders in a confidential way. If this information will help your journey, then you can discover more about the CORE engagement surveys here.