Discovering Your Company’s Culture in Five Sensible Steps

Passion March 27, 2018

Discovering Your Company’s Culture in Five Sensible Steps

Jason Richmond
Jason is passionate about helping large companies embrace outstanding culture. He engages with clients by sharing his passion for learning and instilling a sense of leadership and confidence with everyone.

The core commonalities of a healthy company culture tend to bleed from one company to another. While the specific industry and leadership will shape each culture into its own entity, what truly makes organizational culture effective often doesn’t change. Chris Augustine, Senior IT Leader at Nielsen, says, “The definition of your core values is important; there are many different values that can represent the pillars of your company—and some will overlap—but the most important thing is to know what they are in the first place.” Here are five easy-to-implement steps to discovering and igniting your company’s culture:

Teamworkteamwork at work
“While there always needs to be personal accountability, there’s also the element of getting work done with others—teamwork,” Augustine insists. There are a number of options for helping your employees work collaboratively:

  • Open Offices That Allow For Exchange of Ideas
  • Team Building Sessions
  • Group/Team Competitions

Innovation is cultivated when leaders begin nurturing unconventional ideas from their team members. When done correctly, it can be used to enhance the performance of a process, team or company as a whole. It’s important to the growth of a company that the leadership teams embrace creative, out-of-the-box thinking that often comes from hiring from a diverse pool of applicants.


“A major factor of the derailment is the loss of trust—or inability to establish it in the first place. When the leadership team loses trust, it’s often because you have contradicted what the company says their core values are comprised of. People need to know that the company, CEO or managers are willing to lead by example to follow the principles or pillars of culture that they have established.”

communication at workAnother way trust can be eroded is by having instability in the company. When employees aren’t sure of what to expect next it can leave everyone on edge, waiting for the other shoe to drop. This is especially true during mergers or acquisitions, when facts and plans aren’t being shared freely, leaving the employee base to come up with their own conclusions—whether they are right or wrong.


Easily one of the best ways to establish trust and respect within an organization. Communication goes a long way towards helping the employees to not only understand their roles—but to appreciate the trajectory of the company. When there is a lack of clarity—either from weak decision making or poor communication—employees are less likely to hit their goals, work harder or go the extra mile for the company and their co-workers.

Finally, this has been a major topic of conversation when it comes to culture—and has quickly become one of the top “asks” of employees, specifically from the Millennial workforce. “Employees want to work for a company that focuses on charity and giving back—plain and simple.”

Whether you start small or go big from the onset, there are many ways to show your employees that your company is on board with giving back:

  • Matching Bonuses to Donate to Preferred Causes
  • Allowing Paid (Or Unpaid) Time Off to Volunteer
  • Offering Charity-Driven Sabbaticals
  • Holding Company Functions That Donate Proceeds
  • Volunteering as a Company