Here’s a stat that should make every leader sit up straight: 64% of employees say their company doesn’t have a strong work culture (TruPath).
That’s not just a workplace concern—it’s a leadership challenge. And if you’re in a position to shape culture, that number should get your attention. So how do we make sure our people don’t feel like part of that 64%?
Start with the basics: What is company culture? You might be thinking of potluck lunches, holiday parties, or the ping pong table in the break room. Sure, those things are nice. They’re fun. And they matter—but they’re not the foundation. They’re the fringe.
Culture lives in the everyday. It’s how people feel about their work and the people they do it with. It’s whether they believe in where the company is going—and whether they see themselves playing a meaningful role in getting it there. It’s the values we show, not just the ones we say. It’s what gets praised, what gets overlooked and what gets shut down.
Maybe the most important thing to remember: culture isn’t created in a single event or initiative—or even a group of them. It’s built through small, consistent, intentional behaviors over time. A great culture isn’t the result of one big/sweeping? leadership action. It’s the result of a thousand small ones.
The hallway conversation. The shout-out in the team meeting. The moment you ask someone how they’re doing—and mean it. The way you handle a mistake, or how you respond when someone takes a risk. These things matter. And they stack up fast.
Organizations that protect and nurture their culture do so because they know it doesn’t take care of itself. It takes work. It takes attention. And it takes constant reinforcement. Celebrating what’s working isn’t just feel-good—it’s fuel for progress.
Here’s a quick test: Can you describe your company culture in writing, in a way your team would recognize? If not, it’s time to step back and give it some attention.
But don’t do it alone. Don’t disappear into a room with a few senior leaders and come back with a PowerPoint. Invite your team in. Let them help define it. Let them challenge it. Let them build it with you. Because when employees own the culture, they don’t just follow it—they protect it. They live it. And that’s when it really starts to thrive.
Strong cultures aren’t obsessed with what’s broken. They’re focused on what’s working. Because what you praise grows. What you celebrate gets repeated. It’s not complicated—but it is intentional.
So what’s your company culture? And who owns it? If the answer isn’t “everyone,” then it’s time to start building.