Organizational Culture

A Manager’s Guide To Building A Strong Organizational Culture

In a rapidly changing world, humans are moving at a fast pace, and so, is business. New businesses are being born every day, and old companies are transforming in an effort of maintaining their business momentum. Managers must be able to adapt to this continuous change to manage their employees as well as the company and touch the larger network of team players who work for and support the company.

In this blog post, we talk about five steps that have proven effective for years and for countless organizations in helping managers design the desired culture for their teams. But before that, it is important to understand the meaning and importance of a good organizational structure. We also need to understand why managers are critical for bringing this culture change.

Defining organizational culture

Every organization has a culture, whether it is intentional or not. It is the sum total of the core values, beliefs, and behaviors that characterize how employees interact with one another, customers, and suppliers. This culture more or less determines how a company operates. It’s what makes one company different from another, and a company needs to be successful. Defining and understanding your company’s culture is essential for creating a positive and productive work environment. 

There are a few key elements of organizational culture that one must consider when defining it.

  • The first is values. What are the fundamental beliefs that the company holds dear?
  • The second is symbols. What do employees and customers see that represents the company?
  • The third is rituals. What are the traditions and ceremonies that drive the company and help set it apart from its competitors?
The culture of a professional organization aims to create an image that excites the imagination.

The culture of an organization comprises the explicit and implicit assumptions, ideas, and standards that employees share in their work. Culture is not something that you can create overnight. It evolves as people interact and make decisions. It is shaped by the company’s history, leaders, values, mission, and goals.

The culture of an organization is typically set when the company first comes together but it can also be altered to suit new situations and challenges faced on the job. But more importantly, can the concepts of organizational culture be implemented on small or large teams?

The benefits of a good organizational culture

A strong culture in an organization is a key to the success of any business. It can help to attract and retain top talent, improve communication, and boost morale. There are many benefits of a good organizational culture, but some of the most important include:

  • Increased productivity – A good organizational culture brings everyone on the same page. They then clearly know what is expected of them and can work more efficiently.
  • Improved communication and collaboration When employees have the same expectations and understand the job goals of their organization, communication and collaboration become easier.
  • Attraction and retention of top talent – A good organizational culture makes their employees happy and happy employees are less likely to leave their job. That saves the company time and money in recruiting and training new employees.
  • Greater creativity – Research has shown that positive organizational culture increases employee creativity while negative cultures can have a more inhibiting effect on employees’ creative thinking.
Organizational Culture

How to assess your current organizational culture

The first step in assessing your company’s organizational culture is to take an honest look at it. You need to look at your company’s current organizational culture based on three main areas. For doing that here are some questions to find answers for:

  • What are the good things about your culture?
  • What are the bad things?
  • How do your employees feel about the culture?
Answering these questions is not always easy, but it is necessary if you want to fix your culture. This assessment will help you understand the current culture and help to identify any areas that need improvement. Once you have a good understanding of your current culture, you can start making changes to improve it. Collecting anonymous feedback about your company’s culture can be the starting point that will make all the difference.

Managers are critical in setting and improving organizational and team culture

Culture is the most important factor in an organization. It determines how well the organization performs and how happy employees are. This culture is generally set by the top managers of a company, and it can be a challenge to get them on board with changing it. However, if they are on board, they can play a critical role in setting and improving organizational and team culture

Managers are responsible for setting the tone for their teams. They must be aware of the culture they are trying to create and make sure their team alligns with it. They are also accountable for their team. After all, they play an important role in shaping the values and behaviors of employees. If managers create a positive and healthy culture, it can lead to better performance, increased creativity, and improved employee satisfaction.

Steps to improve your organizational culture as a manager

  1. Establish clear and achievable goals for your organization or teams
  2. Foster a strong sense of ownership among employees
  3. Encourage collaboration and respect for others’ ideas
  4. Celebrate successes, identify problems early, and offer constructive feedback
  5. Promote a safe, healthy, and productive work environment

Establish clear and achievable goals for your organization

When creating or working to improve an organization’s culture, it is important to establish clear and achievable goals. A goal might be to increase the number of employees who feel they can speak up about problems or suggestions or to improve communication within the company. Whatever the goal, it should be specific, measurable, attainable, relevant, and time-bound (S.M.A.R.T).

Once the goal is established, the next step is to put together a plan of action. This plan should lay out how the goal will be accomplished, who will be responsible for each step, and what resources are needed. It is important to keep in mind that a clear and articulate plan will be a commitment. It is essential to determine the time frame in which this goal will reach and whether an actionable timeline should be set for it.

Foster a strong sense of ownership among employees

Employees are more likely to be engaged and invested in their work when they feel like they own the company. Ownership can be fostered through several means, such as offering stock options, letting employees make decisions, and giving them a voice in company decisions. A sense of ownership can also be created when everyone in the organization has a good understanding of the goals and what’s expected of them.

When employees feel like they have a say in what goes on at work, they’re more likely to take pride in their work and put in the extra effort. This can lead to better performance and stronger company culture. Sense of ownership can also improve the organizational culture by giving all employees a sense of belonging within the company.

Encourage collaboration and respect for others’ ideas

Creating a culture of respect and collaboration is key to any organization’s success. Respect is essential for every individual of an organization irrespective of the hierarchy or chain of command. When team members feel that their ideas are respected and that they can work together in a productive way, the whole organization benefits. When the ideas and inputs of your employees will be respected, only then they will respect your the organization’s cultural values. There are a few things you can do to encourage a collaborative environment in your organization:

  • Make the team members feel heard and respect their ideas
  • Encourage everyone to share their ideas, and don’t just rely on the opinion of the boss
  • Create an environment where everyone is comfortable speaking up and sharing their thoughts
  • Resolve conflicts without creating stress within the organization
  • Always ensure that everyone feels safe and respected
By fostering a culture of collaboration among employees, your company will see better performance benefits and create stronger bonds with team members. The teamwork then will be much more effective. Your employees will enjoy working at your company more because they’ll feel like they are part of something great. Overall, this can lead to a better and stronger organizational culture. Better collaboration and respect will also help the organization to achieve better employee engagement and employee experience.

Celebrate successes, identify problems early, and offer constructive feedback

Organizational culture can be the foundation upon which you can build the company or the team. It impacts everything from employee satisfaction to the bottom line. One of the most important aspects of improving the workplace culture is its ability to celebrate successes, identify problems early, and offer constructive feedback to improve. The benefits of these actions and their impact on organizational culture goes like this:

Celebrate successes

When organizations celebrate success, it not only motivates employees but also improves the overall organizational culture. Celebrate success to show employees that you appreciate their hard work. It also shows them that the organization is heading in the right direction and that its efforts are making a difference.

This can improve employee morale and motivation, and can lead to better performance. In addition, celebrating success can help to build a strong team spirit. When employees feel that they are part of a team that is achieving great things, they will be more likely to work together cooperatively and support each other

Identify problems early

Organizations can realize several benefits when they identify and address problems early. Doing so can help improve the overall organizational culture, and in turn, the bottom line. When you identify and deal with problems early, it sends a message to employees that their concerns are important, and that management is willing to take action to resolve them.

This helps to foster a positive work environment, where employees feel respected and heard. Additionally, it demonstrates to employees that the organization is willing to take ownership of its mistakes and learn from them. 

Offer constructive feedback

Constructive feedback is essential for the development of a strong organizational culture. It can help individuals and teams to identify areas in which they need to improve, and it can also motivate them to work harder to achieve common goals. However, for feedback to be effective, it must be constructive. Criticism that is harsh, judgemental, or unprofessional can damage relationships and hinder productivity. 

When you do these 3 things well, it can lead to a strong and positive culture. Business managers need to be aware of the impact their organizational culture has on an employee’s overall experience, their bond with each other, and ultimately the bottom line of your business.

Promote a safe, healthy, and productive work environment

A safe, healthy, and productive environment is one of the most important aspects of a company’s culture. When employees feel safe and secure, they are more likely to be productive and happy. This kind of environment is also important for employee wellbeing. There are many ways to promote a safe, healthy, and productive environment in your organization:

  • First, you should create a policy that outlines expectations for employee behavior. This will help to establish a clear standard for acceptable behavior.
  • Next, you should provide training on how to recognize and report unsafe or unhealthy conditions.
  • Finally, you should enforce policies that promote healthy, responsible, and respectful behavior from your workforce.


Organizational culture is something that can be difficult to change that too improve, but it’s important to do so for improving the productivity and morale of your employees. In this article, we’ve outlined a few steps that should help you effectively in this case. It can be tough to manage a team and change the organizational culture, but with these tips, you can make it happen. We believe that if managers can effectively follow these 5 listed steps, they will end up on the very path that will take them to change their organizational culture for the better.  

Emphasize constructive feedback to build a great culture in your organization.

Download the free constructive feedback toolkit with samples to become a pro at constructive feedback.


What is organizational culture and examples?

Organizational culture refers to the shared values, beliefs, attitudes, and behaviors that characterize an organization. It influences how employees interact with each other, customers, and stakeholders.
Examples of organizational cultures include Google’s “Do No Evil” value system, Zappos’ emphasis on customer service, and Apple’s focus on innovation and design. Organizational culture can have a significant impact on employee engagement, productivity, and overall organizational success.

What is a strong organizational culture?

A strong organizational culture is one which binds the team together. It reinforces the core values of the team in daily instances and sets norms to guide behavior in confusing scenarios. A strong organizational culture is based on the team’s shared beliefs and thus enjoys wide acceptance. It is applied by team in its initiatives and becomes the identity of the team too.

What is the impact of organizational culture?

An organizational culture has a wide impact on the team and its members. It creates the shared platform and the common basis for interaction of the team. It enables team members to seek guidance and find support in challenging situations through the common values. A strong culture can drive performance through motivation and inspiration. A weak organizational culture, on the other hand, harms the work environment and hurts team performance.

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