September 20, 2022
Exploring company culture examples will help you to define your own values and customs. This list of company culture examples will help you attract more stellar and like-minded people, reduce the employee turnover rate, and make better managerial decisions.
A collaborative culture is a team-oriented company culture example that fosters equality and teamwork. To accomplish goals in this type of culture, employees are encouraged to work together. Hierarchy isn’t a priority here. Instead, each employee is encouraged to voice their thoughts and engage with everyone, regardless of their position or seniority.
When each employee feels valued, it facilitates more open communication and better collaboration. This helps eliminate barriers and create stronger relationships in the workplace. Similarly, when it’s easier and more comfortable for employees to collaborate, it also increases productivity. So, if you want to create a supportive work environment where all employees are treated equally, then this is something you’d want to cultivate in your team.
To develop a sense of teamwork among your team, you can share EdApp’s Connection and Collaboration course with them, all for free! In this course, your team will learn how to build rapport with others through scientific-proven tips. They’ll also better understand the importance of collaboration and knowledge sharing in the workplace.
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A Customer-focused culture is a company culture example that puts the customer above all else. Even with non-customer-facing roles, customer satisfaction is always the top-of-mind priority when making strategies or performing certain tasks. This is especially seen in industries and services like SaaS, e-commerce, sales, and many more. For instance, in a software company, each step of developing features takes users into consideration.
Fostering this type of culture in your workplace will encourage your employees to go above and beyond to keep customers happy and satisfied. It also serves as a good strategy to build customer loyalty.
EdApp’s Building a Customer-Focused Culture course is a good place to start if you want to adopt it among your team. Here, your team will gain insight into the meaning and significance of customer focus. They’ll also discover ways to understand the buying habits of your customers as well as develop customer-focused behaviors.
Adhocracy is a term combining “ad hoc” and “bureaucracy.” It’s a fast-paced company culture example that gives emphasis on risk-taking and innovation. Here, employees are constantly encouraged to challenge the status quo. Creative and progressive ideas are always welcome to keep up with highly-competitive industries. This culture is common in tech companies, such as Google, Apple, Facebook, and the like, where new products or services are frequently being developed to stay ahead of the competition.
A brainstorming session is one way to implement this culture among your team. This is where they can share crazy big ideas or ask good questions that can be key to propelling the company forward. But since this kind of culture thrives on taking risks, failures can’t be completely avoided. But the good thing is that due to the nature of this culture, your team will also eventually learn how to quickly adapt and rise above their mistakes.
A results-oriented culture gives priority to profitability, particularly with meeting quotas, increasing sales, and achieving specific numbers in analytics. It’s another highly-competitive company culture that sets high expectations for employee performance so they can achieve profitable outcomes from their work. In this type of culture, every task or decision should be beneficial to the external success of the company.
Having this kind of culture can feel motivating and rewarding as it gives employees that push for excellence. But with the constant demand and pressure to produce results, can also cause burnout and fatigue. So, if you’re going to foster this kind of culture, make sure to equally give importance to your team’s mental health and work-life balance. Similarly, you should also consider giving incentives or awarding your top performers.
A purpose-driven culture focuses on building a team that shares the same belief or mission, whether that’s giving back to the community or providing solutions/services to societal issues. It’s a common company culture example among non-profit organizations and grassroot startups. In this type of culture, employees are passionate about the organization’s mission as it’s their main driving force more than profitability. If your organization aims to revolutionize the world with a mission, then this culture is definitely for you.
When a company has an all-star culture, that means each employee in the organization is a stellar talent and possesses high-quality skills. This company culture example is displayed right off in a highly-selective hiring process. They only get the best of the best. This type of culture is usually seen in top creative agencies and similar industries. This is to take advantage of the team’s skills and abilities in delivering top-notch work and delivering innovation.
Expectations are high here, and personal success is also a priority. So, this culture can strike internal competition among a team. But if your organization is success-driven, then this culture is something to consider.
A supportive culture is a people-first company culture example that invests in the employees’ growth and development. Regardless of their rank or position in the company, they are valued through good pay, various employee assistance programs, great benefits, and career growth plans. Companies that foster this culture believe that by nurturing employees and giving them a positive work environment, they’ll perform better and stay loyal to the company.
In this type of company culture, leaders are actively involved in supporting employees whenever they encounter challenges, whether at work or in their personal lives. Regular 1-on-1 catch-up sessions with managers are also another way to stay on top of each employee’s needs. Typically, companies with this company culture also give employees flexibility on how and where they can work, as long as they complete or deliver their tasks or projects on time.
In a role-oriented culture, there’s an emphasis on hard skills or mastery of a craft. Here, the hiring process can be highly-selective. Candidates are filtered out through rigorous skills tests. Since only people who can actually perform the role are being hired in this type of culture, they are expected to take full accountability for the work they do. This culture is mostly present among software development teams, IT specialists, and many other similar types of work.
A strong leadership culture is all about developing leadership skills. Companies adopting this company culture example usually organize mentorship/coaching programs where employees are challenged to go out of their comfort zones and unleash their fullest potential. Having this kind of culture allows employees to learn first-hand valuable knowledge, competencies, and strategies from existing leaders, which are crucial for their professional growth. This culture also inspires employees to take initiative and go above and beyond to showcase their skills so they can succeed and progress in their careers.
In a traditionalist culture, companies place high regard on hierarchy and structure. They stick to traditional rules and practices. Strict guidelines are also set, whether for departments, roles, or work procedures. The c-suite is also usually the decision maker for traditional organizations. This type of culture is still alive, mostly in high-risk industries like oil and gas, healthcare, law firms, and many more.
Hierarchies are good to keep an organization organized. But sometimes, this kind of company culture example can lead to micromanagement. This gives employees less authority and less room to innovate in their work.
Shera is a workplace learning expert with a background in planning performance-driven solutions for various business industries. She’s dedicated to driving better learning and development outcomes by providing training strategies for training managers and curating lists of tools and courses for learners. Outside of work, she spends her time reading, illustrating, and designing.