- 1 33 Words to Describe Your Company Culture
- 2 1. Transparent
- 3 2. Connected
- 4 3. Nurturing
- 5 4. Autonomous
- 6 5. Motivating
- 7 6. Happy
- 8 7. Progressive
- 9 8. Flexible
- 10 9. Casual
- 11 10. Innovative
- 12 11. Inclusive
- 13 12. Fun
- 14 13. Curious
- 15 14. Collaborative
- 16 15. Relaxed
- 17 16. Challenging
- 18 17. Empathetic
- 19 18. Engaging
- 20 19. Rewarding
- 21 20. Nimble
- 22 21. Respectful
- 23 22. Trusting
- 24 Negative words to describe company culture
- 25 24. Toxic
- 26 25. Boring
- 27 26. Siloed
- 28 27. Outdated
- 29 28. Biased
- 30 29. Unsupportive
- 31 30. Hostile
- 32 31. Stressful
- 33 32. Micromanaged
- 34 33. Disengaged
- 35 Connect your peoplenow with Pingboard
- 36 Words describing company culture
- 36.1 1. Connected
- 36.2 2. Casual
- 36.3 3. Fun
- 36.4 4. Collaborative
- 36.5 5. Transparent
- 36.6 6. Nutruting
- 36.7 6. Happy
- 36.8 7. Progressive
- 36.9 8. Autonomous
- 36.10 9. Motivating
- 36.11 10. Inclusive
- 36.12 11. Challenging
- 36.13 12. Relaxed
- 36.14 13. Empathetic
- 36.15 14. Rewarding
- 36.16 15. Engaging
- 36.17 16. Curious
- 36.18 17. Respectful
- 36.19 18. Trusting
- 36.20 19. Welcoming
- 36.21 20. Nimble
- 36.22 21. Fast-paced
- 36.23 22. Positive
- 36.24 23. Family
- 36.25 24. Integrity
- 36.26 25. Toxic
- 36.27 26. Outdated
- 36.28 27. Boring
- 36.29 28. Biased
- 36.30 29. Siloed
- 36.31 30. Hostile
- 36.32 31. Stressful
- 36.33 32. Disengaged
- 36.34 33. Micromanaged
- 36.35 34. Unsupportive
- 37 How to describe your company culture
- 38 Common words used to describe a company culture
- 39 How to describe your company culture
- 40 Implementing culture at work
- 41 30 Powerful Words to Describe Company Culture: Create your Culture and Build your Brand
- 42 When you’re looking to describe company culture for your own organization you first need to learn what company culture really is.
- 43 30 words to describe company culture (whether good or bad)
- 44 Words to describe a positive company culture
- 45 Words to describe a negative company culture
- 46 17 words that describe great company cultures
- 46.1 1. Rewarding
- 46.2 2. Engaging
- 46.3 3. Challenging
- 46.4 4. Collaborative
- 46.5 5. Fun
- 46.6 6. Connected
- 46.7 7. Transparent
- 46.8 8. Inclusive
- 46.9 9. Welcoming
- 46.10 10. Innovative
- 46.11 11. Flexible
- 46.12 12. Positive
- 46.13 13. Motivating
- 46.14 14. Trusting
- 46.15 15. Inspiring
- 46.16 16. Empathetic
- 46.17 17. Healthy
- 47 4 words you don’t want to hear
- 48 Earn rave reviews for your company culture
33 Words to Describe Your Company Culture
What one term would you use to characterize your company’s culture if you had to choose one? The culture of a corporation reflects the character and personality of the organization. It relates to how individuals connect with one another, collaborate with one another, and get along in the workplace. Despite the fact that it may sound unclear, a positive culture is incredibly vital for a variety of reasons. It attracts talent, boosts engagement, and assists in ensuring that employees are happy, productive, and intend to remain with the organization.
One of the first stages in creating a successful corporate culture is identifying the values you want to impart in your employees and how you want to represent your organization’s overall identity.
As a bonus, we’ll throw in a few of derogatory terms to characterize the sort of workplace culture you’re attempting to avoid.
Customers and employees alike place a high value on openness, yet many businesses struggle to implement transparency in the workplace, particularly when it comes to crucial information and decisions.See how Buffer uses transparency to guide their corporate values. With our org chart software and employee directory, Pingboard increases transparency and strengthens connections among your employees.
Employees who feel welcomed, respected, and a sense of belonging are more likely to work in an organization with a connected culture. Those who work in linked firms have the ability to exchange ideas rapidly and collaborate more readily. Companies with a connected culture have engaged personnel who are committed to the company’s overall objectives.
Those companies that nurture their people are eager to collaborate with each employee to define professional development goals and assist them in growing with the firm.
At work, no one like being micromanaged, which makes autonomy a desirable attribute for employees to have. For example, Netflix encourages employees to make autonomous decisions and promotes a sense of independence and strength in the workplace.
Employees that work in a positive atmosphere are more energetic and driven to meet their company’s and individual performance objectives.
It is more energizing and motivating for employees to work in a positive atmosphere in order to reach organizational and performance goals.
A firm that is developing, experimenting, and attempting new things is appealing to employees, and this is precisely what progressive organizations strive to achieve.
High-growth companies frequently have more progressive work conditions than larger corporations. For example, high-growth startupsoften tend to have more progressive work conditions than larger corporations.
Employees are no longer willing to live the 9-5 “cubicle lifestyle” that has been the standard for so long in the office, which has changed the nature of the workplace from what it once was. Working from home, HubSpot is able to be adaptable and continuously highlights the necessity of a healthy work-life balance.
Workers today (particularly millennials and Generation Zers) expect their workplace to be a laid-back setting with a casual mood and dress code, according to a recent survey.
When it comes to growing and thriving businesses, innovation is a critical constant. Marriott occupies a prominent position in the current hospitality business, with a particular emphasis on influencing the “future of travel” through technological advancements and ongoing innovation.
Diversity and inclusion is a trendy subject in human resources and recruiting, and it’s also a top goal for a large number of businesses. In an inclusive workplace, diversity is always embraced and respected, regardless of its source.
It’s a popular issue in human resources and recruitment right now, and it’s also a top focus for a lot of organizations. Diversity is always welcomed and celebrated in an inclusive workplace environment.
Organizations that are curious about new processes, methods of thinking, and approaches to issue resolution are constantly eager to try new things.
Organizations that are curious in new processes, ways of thinking, and approaches to issue resolution are constantly eager to take risks and experiment with new methods.
A relaxed work environment is one in which employees are given some latitude to carry out their jobs in the manner that they find most comfortable and productive.
It is important for employees to be pushed and challenged in the workplace so that they may learn from their mistakes, grow, and adapt.
An empathic workplace is one where feelings are recognized and acknowledged via active listening, open communication, and assistance during challenging times. Recruiterbox makes an effort to create such an atmosphere by evaluating applicants during interviews to discover who are the most empathic and compassionate.
People who work for an engaging business are strongly involved in and driven to produce their best job for the firm, and they are more likely to stay with the company over time.
Employees that are strongly involved in and motivated to produce their best job for the firm are more likely to remain with the organization in an engaging environment.
Company agility and adaptability is essential for nimble organizations, which are constantly eager to course-correct and reassess their goals, procedures, and methods.
Employees who work in a respectful environment are encouraged to voice their thoughts and ideas without being interrupted, and their coworkers are expected to be courteous when they do so, according to the company.
When it comes to developing solid working relationships, effective teams, and a healthy business culture, trust is an essential component. It’s also a two-way street in both directions.
See what your employees would change
Employees in organizations with a welcoming culture are more pleasant, more likely to form internal employee networks, and more likely to schedule team activities to spend time with coworkers outside of the workplace setting. Keep in mind that your company’s onboarding process will be the first impression new employees receive of the organization, and it has the ability to set them up for future success. All of these adjectives are used to define corporate culture in a favorable light; nevertheless, recognizing what you want to avoid is an important component of creating a great workplace culture.
Negative words to describe company culture
The following terms represent the sort of business culture that you do not want to cultivate in your organization:
The presence of toxic working conditions, such as a negative and disruptive environment, job, or individuals on the team indicates the presence of a toxic workplace.
Of all, no one enjoys being bored at work, especially when the minutes pass so slowly that they seem to go for hours. Companies with a stale culture are doomed to failure.
Despite technology improvements that have assisted in closing the gap, some firms continue to operate in silos. Departments are not communicating with one another, and communication is absent, which is both annoying and inefficient.
Some businesses are just out of date, whether as a result of outmoded technology, outdated business processes, or a combination of the two.
Bias is never acceptable in the workplace, whether it is conscious or unconscious. However, it continues to be a significant issue for a large number of businesses.
Employees who work in an unsupportive workplace do not receive the encouragement and support they require to advance within the organization, develop professionally, and broaden their skill sets.
Intensely competitive work situations, which are detrimental to employees’ personal well-being and mental health, may be found in many industries.
All of us have had experience working for a corporation where every single circumstance that arises is addressed as if it were a fire drill. We can all agree that no one wants to spend their days in that sort of setting on a regular basis.
Micromanagement is something that no one enjoys. Employees that are micromanaged are often less engaged, and they are less likely to remain with the company long term.
A disengaged culture is one in which employees do not wish to be a part of their organization. Low employee engagement has been shown to be associated with high staff turnover rates, poor job performance, and inefficient business operations. Your company’s culture establishes the setting in which your employees operate and sets the tone for what is to come in the future for your company. Defining what you want your company’s culture to be is the first step toward creating a workplace that workers like working in—and ideally these phrases, both good and negative, can serve as a starting point for that process.
Pingboard can help you combat unfavorable business cultures by bringing your teams together. Sign up today and get started.
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- Finding a Job
- Career Guide
- 34 Words to Describe Company Culture
- Finding a Job
The Indeed Editorial Team contributed to this article. The date is February 22, 2021. When you’re looking for a job, the culture of the company is something you should consider. It influences how satisfied and supported you feel in your job, and it has a significant impact on whether or not you choose to remain with a company for the long term. It is important to understand the different sorts of corporate cultures and what they imply so that you may ask better questions throughout the recruiting process and have a better understanding of the culture of each firm.
Related: Organizational Culture Is Important for a Variety of Reasons
Words describing company culture
Here are x words that you may use to characterize the culture of your company:
In this sort of corporate culture, all of the employees feel appreciated and that they are a part of something bigger. Employees are engaged, motivated, and committed to achieving common goals in organizations where the culture is intertwined. Related: How to Develop a Company Culture: Case Studies and Suggestions
A casual culture is one in which the workplace is usually easygoing, with a casual dress code being the norm. Employees who work in a casual workplace culture may be able to work flexible hours and on a schedule that is most convenient for their personal and professional life.
Companies that seek for ways to include fun into their company culture are more likely to keep their staff engaged and to have higher employee retention rates than their competitors. These organizations recognize and celebrate their achievements, and they have a culture that encourages friendly rivalry and collaboration.
A collaborative organization is one that recognizes and rewards cooperation. Collaboration is an intentional and frequent practice in this sort of society. It’s an element of the processes that govern how the workers go about their daily work lives.
Having a transparent workplace culture means that the business is forthright and honest about its operations and future intentions. It is necessary for them to develop a work environment that fosters employee involvement, trust, and support in order to promote a culture of openness.
A nurturing business culture is one in which the leaders collaborate with individual workers to help them develop professional objectives, so making it simpler for them to advance their careers within the firm.
Companies with this sort of culture are concerned with ensuring that their employees are satisfied in order for them to remain with the firm for an extended length of time. This sort of culture frequently stresses work-life balance, allowing employees to feel supported both within and outside of the workplace. Relevant:Examples of Positive Corporate Culture and Their Benefits
Having a progressive business culture means that the firm is always evolving and experimenting with new ideas.
Employees in this type of firm are encouraged to express themselves creatively and to think beyond the box.
Having a progressive business culture means that the organization is always evolving and experimenting with new concepts. Creativity and new ideas from its employees are cherished in this sort of organization.
A motivated culture is one in which the organization places emphasis on motivating and inspiring its people to accomplish performance and business goals in order to contribute to the success of the organization as a whole. A highly engaged workforce is one of the hallmarks of a highly motivated corporate culture.
A society that is inclusive is one that celebrates differences. This form of corporate culture promotes mutual respect and the constructive acknowledgement of diversity among its employees. Everyone feels heard and respected when they work in an inclusive workplace atmosphere.
Employees are challenged to develop, learn, and adapt in a difficult working atmosphere that encourages them to do so. Growth and professional growth are encouraged, as is the willingness to take calculated risks.
Employees in this sort of work environment are given the flexibility to work in a manner that is most comfortable for them, which in turn helps them to be more productive in general. Environments that are relaxed tend to feature casual clothing rules and, in certain cases, a flexible work schedule.
Employee sentiments are recognized in empathetic work cultures, and open communication is promoted amongst coworkers. Employees are aware that their leaders are there for them in tough times and that their sentiments are respected by their supervisors and managers.
Employees that go above and beyond are rewarded in a rewarding corporate culture because their efforts have exceeded expectations. In many organizations, formal recognition problems exist, and workers are encouraged to recognize and celebrate the accomplishments of one another. In related news, here are the five most common types of corporate culture.
employees feel linked to the firm and are motivated to produce their best job when they work in an environment with a strong sense of teamwork. Employees who are engaged in their work are considerably more likely to be satisfied with their jobs and to remain loyal to their employers. Companies with a positive corporate culture tend to have higher employee retention rates than their competitors.
A curious workplace culture is one that encourages employees to experiment with new ways of thinking, new processes, and new approaches to problem-solving techniques. When it comes to finding novel answers to everyday difficulties, curious firms are generally collaborative in nature and foster innovation and excellent communication across teams.
Employees are encouraged to share their thoughts and perspectives in a respectful business culture, confident that their coworkers will remain open-minded and courteous in their responses.
A pleasant work atmosphere in which workers treat one another with dignity and respect is often conducive to high levels of employee productivity.
Building solid and successful professional relationships is dependent on the ability to trust one another. Employees that work in a trusting environment are confident in their ability to express themselves freely. Furthermore, students are given encouragement and good reinforcement for doing so, regardless of the topic matter being discussed. This contributes to the development of trust between the company’s leadership and its team members.
When a firm has a pleasant work culture, employees feel more at ease and are encouraged to form internal networks inside the organization. When an employee initially starts working for a company, they are often presented to this welcoming setting, which serves as their first impression of the company.
To achieve high performance, an organization must be agile enough to adjust quickly to changes as they occur. Companies that are nimble are open and eager to make adjustments when they are necessary, as well as to rethink their tactics, strategies, and business processes.
A fast-paced culture is one that is focused on meeting deadlines and sticking to timetables. However, these settings may also be stimulating and collaborative. In many fast-paced corporate environments, innovation is welcomed, since it has the potential to lead to more efficient and effective means of achieving key tasks.
A positive corporate culture is one that places a strong emphasis on respect and civility among its employees. Positive reinforcement is also promoted in order to maintain high levels of staff morale and productivity.
A corporate culture that is based on the belief that its employees are members of the same family. Employees at this sort of firm are given opportunities and encouraged to spend time together outside of the workplace. They also encourage team members to maintain a healthy work-life balance and to recognize and celebrate significant life milestones.
Employees who operate in environments with a strong emphasis on integrity place a high value on being honest. Companies that place a high value on integrity communicate openly and honestly with their employees about the status of the company. These organizations recognize and reward individuals for their contributions, and they are dedicated to ensuring that the appropriate team members are acknowledged.
The workplace is usually disturbed by drama or argument when there is a hostile work culture in existence. A toxic workplace atmosphere causes employees to be dissatisfied, which negatively influences their productivity and results in increased turnover.
Companies with an out-of-date corporate culture are frequently plagued by out-of-date business practices that are preventing them from progressing. There are some methods and practices that they may employ simply because that is the way they have always been carried out. Furthermore, they may employ old and inefficient technologies to conduct their firm.
Boring cultures result in companies that are stagnant, with little room for innovation and creativity.
Employees that work in a dull firm are more dissatisfied with their jobs, and turnover is frequently high.
A biased culture, whether deliberate or unintentional, may lead to issues such as workplace discrimination, overinflated confidence, and an unhealthy aversion to risk-taking in an organization.
When people or even entire departments refuse to communicate knowledge with one another, this is referred to as an organizational silo. They can emerge as a result of workers or groups being more concerned with their immediate job and outcomes than with the bigger company’s objectives. When communication between employees and departments is ineffective, it may have a negative influence on a company’s long-term goals as well as its productivity.
The mental health and well-being of each team member are negatively impacted by unfriendly company cultures, which are generally extremely competitive. Employees or leaders’ behavior may be insulting, and may involve intimidation, mocking, and interfering with job performance, among other things.
While most employees feel some level of stress at work from time to time, when stress gets ingrained in the company’s culture, the pressure and stress become more widespread and difficult to cope with. Employee burnout is common in this sort of culture, and productivity suffers as a result of the reduced motivation.
Employees that operate in a disengaged organizational culture are more likely to exhibit poor performance and to adopt inefficient methods of performing their tasks. As a result of disengagement, employees are more likely to leave their jobs, as they do not feel linked to the firm or its long-term goals. It is common for morale to be poor among employees who do not have a sense of belonging to the firm, making it harder to fulfill corporate objectives.
In the context of management, micromanagement refers to a style in which the manager carefully monitors and supervises the work and conduct of their team. When there is a widespread culture of micromanagement throughout the organization, independence is discouraged, and employee turnover is significant. In most cases, employees are disengaged from their employers and their jobs because they do not have the flexibility and freedom to do their tasks on their own. In this sort of setting, there is a high rate of employee turnover.
Employees in this sort of work environment do not receive the assistance they require to enhance their careers, expand their skill sets, and grow and advance within the organization.
How to describe your company culture
OFFERTRY FOR NEW MEMBERS For the first three months, you can get WeWork All Access at a discounted rate. More information may be found here. The culture of your firm is the essence of its individuality. You may conceive about it in the following way: What would be the first impression your company would make on someone, and what would be the primary topics of conversation if your firm met someone for the first time? Understanding and being able to articulate a company’s culture is crucial because it may impact how you make decisions about who you recruit as well as how you engage with other businesses and members of the public.
Furthermore, in recent years, a common corporate culture has emerged as a significant differentiation for enterprise firms.
Because business develops and evolves, it is probable that the culture of your organization changes as well. Even so, it’s critical to have a clear vision of what you want your company’s culture to be from the beginning; this will assist you in guiding your company’s vision as the company’s leader.
Common words used to describe a company culture
The following phrases are frequently used to characterize a company’s culture in a favourable light:
- It demonstrates that workers interact with one another in a pleasant manner during the course of their day. In addition to “warm,” “sociable,” and “friendly,” additional terms that may be used to characterize this sort of culture are “friendly.” It indicates that employees are encouraged to explore the full potential of their skill sets, and that they are likely to progress as a result of their work experience. Additionally, terms such as “stretching,” “exacting,” and “resilient” can be used. • Motivating: This implies that the organization is motivating and that employees will feel obligated to put up their best effort. You may also define a motivating corporate culture as “exciting, active, or driven,” depending on your perspective. This suggests that workers will feel involved in their job since it corresponds to the interests of those who work for them. Also acceptable phrases are “enriching, invigorating, or energizing” when describing culture.
- Nurturing: Demonstrates that the organization is committed to the growth and development of its personnel. “Caring,” “fostering,” and “supporting” are all terms used to describe this type of culture. To be collaborative means that people and teams will work effectively together across functional lines in order to achieve their objectives. Apart from the term “collaborative,” you may use the phrases “group-focused,” “cooperative,” and “unified.” • Autonomous: Expresses that employees are trusted to take responsibility for their job and that they have the ability to make individual decisions to improve the results. “Independent, individualistic, and adaptable” are some more characteristics you might use to describe yourself.
A few examples of terms that firms use to characterize their corporate culture are listed below. While you may naturally draw toward a few phrases, make an effort to come up with a few more that are less prevalent and distinctive to your firm. This will assist your organization in distinguishing itself from the competition. First and foremost, you’ll need to have a deeper knowledge of the aspects that contribute to a company’s overall culture before you can begin selecting descriptors. WeWork The address is 27 Calle Eloy Gonzalo in Madrid.
How to describe your company culture
There are various important components to a company’s culture. When explaining yours, keep the following points in mind.
What is the ultimate goal that your organization wishes to achieve? Do you want to make a difference in the world by bringing innovation, providing the finest customer experience possible, or creating high-quality goods that people can’t stop raving about? You may make your goal statement as brief as a single phrase or as lengthy as a paragraph or two, but it should be as concise as possible.
Values and ethics
What is it that you believe in? It is likely that the values and ethics that are prominent in your company will have an impact on many elements of everyday life at your place of business. Some examples of the values that organizations frequently prioritize are as follows:
- Respect and fairness
- Trust and honesty
- A growth attitude
- Employee involvement and promotion chances
- Communication and transparency
- And results. Work-life balance
- Making a difference in the world
When selecting which values are most important to your firm, you may want to consider the ethical implications of your decisions. A concrete outcome in the monthly balance sheets, for example, is something that every corporation wants to see. You must, however, consider how far you are willing to go in order to achieve those results; if you cut corners with your products or services in order to save money, or if you resort to unethical tactics in order to beat out a competitor, your company’s reputation is likely to suffer in the process.
Consider your beliefs and ethics to be your final goal, and your policies to be multiple paths that will take you there.
In addition to its main office building, which is essentially a playground for grownups, Google is also well-known for its satellite offices. There are nap pods, massage rooms, and complimentary gourmet meals, making it an environment that most people only dream of working in. While you may not have the ambition or the resources to create a work environment similar to Google’s, you should pay careful consideration to how employees feel when they are in your place of business. The way you decorate your home may make a tremendous difference.
- White walls, cookie-cutter furniture, and fluorescent tube lighting may all contribute to the feeling that people are stuck in their jobs.
- Color psychology shows that colors may have a genuine affect on one’s mood, therefore find out what the different hues represent and incorporate them into your workplace environment.
- It’s also important to consider the general layout of your working environment.
- You might think about moving to a venue that is more conducive to group cooperation.
- Allow teams to collaborate in common spaces and conference rooms that are specifically intended for productivity at any time of day or night.
Take into consideration your company’s employee website, if one exists. It’s similar to having a virtual extension of your workplace. How well does it represent your new cultural ideals, and how well does it reflect them?
Interactions between team members
Company culture may be most visible when you’re watching how your team members interact with one another, which is something you should keep in mind. Has a free and open flow of ideas been established? Or, do your staff have a tendency to disregard one another or participate in mean-spirited competition? If you don’t like what you see, you may need to make changes to your company’s cultural standards in order to create a more conducive workplace for employees. Don’t just tell them what has to be done; show them by doing it yourself and creating opportunities for them to get more comfortable with one another.
Implementing culture at work
Once you’ve determined where your company’s culture is now and where you want it to go in the future, you can begin developing real rules and practices that are consistent with your desired culture.
Evangelize and measure your company culture
Consider how you will convey your company’s culture to your current team members in detail. Prepare a presentation that will help you communicate your vision for the culture. Write out what you want the culture to look like. Meeting with your team provides you with the opportunity to do the following:
- Find out what they think about the present corporate culture. Some of the difficulties they may be aware of are ones that you haven’t even considered addressing
- Examine their reactions to the new culture that you’re attempting to instill in them. Collect their suggestions for ways to enhance the company’s culture.
You may also create clear objectives that are relevant to your cultural context. There are certain things that are virtually difficult to quantify, such as trust and transparency. You may, however, conduct quarterly surveys among your employees to gauge their perceptions of how the company’s culture is evolving. Other objectives are more easily quantifiable. In order to stimulate team thinking, you can decide to rebuild your workplace before the end of the year, start organizing a monthly social event for the team, or start adopting new collaboration software.
Find the right people
Businesses are increasingly valuing soft talents above hard abilities, and this trend is expected to continue. Even if you can teach a person how to use a certain computer program, changing their personality is considerably more difficult — possibly even impossible — than teaching them how to use a computer program. As a result, when hiring new employees, always endeavor to have a thorough understanding of their personal beliefs, as well as an understanding of how they would interact with the other members of your organization.
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Shift the company mindset
Unless you had a clear vision of what you wanted your business culture to become before hiring, it’s possible that you recruited people who didn’t exhibit the characteristics you were looking for in your employees. You are not required to let go of these very bright individuals. You may be able to motivate them to make positive changes by doing the following:
- Promoting new policies and practices that attempt to change the culture of the organization with zeal and enthusiasm. Consider the following: making it apparent that you’re eager to listen to comments regarding improvements from everyone, even those who were skeptics from the start
- Using tangible facts to communicate exactly how essential corporate culture is
- Employee retention, productivity, reputation, and product quality may all benefit from a positive company culture. In fact, according to a research conducted by Columbia University, the chance of turnover in organizations with a positive culture is less than 14 percent. When working at an organization with a weak culture, that figure increases to over 50%.
Take your company culture beyond the office
It’s important to remember that, while most of the time your company’s culture is focused on what happens within the organization, it may have a significant influence on how others perceive your firm. If an employee leaves a company because of a hostile culture, they could tell others about their unpleasant experience by posting reviews on review sites. More than that, though, a positive business culture may be a powerful marketing tool for your organization. For example, if you allow your employees to take paid time off to volunteer in the local community, news will go around about your commitment to assisting those less fortunate.
It may be difficult to describe your company’s culture, and altering that culture in a way that is beneficial to your firm and your workers can be much more difficult.
WeWork’s space options, which include on-demand, all-access, and dedicated spaces, assist companies of all sizes in overcoming their most difficult obstacles.
30 Powerful Words to Describe Company Culture: Create your Culture and Build your Brand
Date of publication: September 16, 2020 Updated on January 4, 2022
When you’re looking to describe company culture for your own organization you first need to learn what company culture really is.
Company culture is a complex amalgamation of a company’s goals, beliefs, ethics, and the general atmosphere in which employees operate. It mixes the principles of a corporation with the more practical realities of how the organization actually does business. The culture of a company influences the outcomes of all aspects of its operations, from how it completes business procedures to how information is communicated to how it plans to expand in the future. When it comes to an employer’s brand, one of the first things that potential workers look at when deciding whether or not to join a firm is the culture of the organization.
Because of this, it is only natural that you would want to select the most appropriate phrases to describe the culture.
When attempting to characterize your company’s culture, start with the following as a starting point:
- Incorporated within a firm’s goal, beliefs, and ethics as well as the general work environment, company culture is a complex amalgam of elements. It mixes the principles of a corporation with the more practical challenges of how the organization actually executes its business activities. From how business operations are completed to how information is exchanged to how a firm plans to expand in the future, culture has an impact on every aspect of an organization. When it comes to an employer’s brand, one of the first things that prospective workers look at when deciding whether or not to join a firm is the culture of the organization. Better communication, cooperation, wellbeing, and performance are all benefits of a strong business culture. Because of this, it is only natural that you would want to pick the most appropriate phrases to represent the culture. In today’s world, when firms are being driven to be more adaptable to change than ever before, finding the perfect words to express organizational culture might seem like a vague endeavor. When attempting to characterize your company’s culture, start with the following as a starting point.
The goal statement, values, ethics, and work environment of your firm can help you gain a deeper grasp of the foundations that support your organization’s cultural identity. To help you define corporate culture, we’ve put together this list of 30 terms that characterize company culture to get you started:
- The goal statement, values, ethics, and work environment of your firm can help you gain a deeper knowledge of the foundations that support your organization’s cultural values. To help you define business culture, we’ve put together this list of 30 terms to describe company culture that will hopefully be useful to you.
Your firm’s culture establishes the atmosphere in which your employees operate and serves as a blueprint for the future of your company. Defining what you want your business’s culture to be is the first step toward creating a workplace that workers like working in—and ideally these terms to define corporate culture, both good and bad, can serve as a starting point for you. Defining your corporate culture and identifying good and bad characteristics in connection to your mission statement, values, ethics, and environment will assist you in determining which areas you want to improve and which areas you want to modify in your organization.
Remote teams may use Hirebook to relate their day-to-day actions to strategic corporate results through the use of a performance management tool.
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30 words to describe company culture (whether good or bad)
Many individuals in an organization, whether they are senior leaders or members of middle management, human resources, marketing, or other departments, find it crucial to understand and articulate their corporate culture. Although this is true for all employees, it is especially important for those in the recruiting and talent acquisition fields because your daily work requires you to both identify and improve gaps in your internal culture as well as actively sell your organization (flaws and all!) to candidates and clients.
Even if you’re used to describing your business culture – whether you’re the founder of a startup or the leader of a small team – finding the right words to analyze and explain your company culture can be difficult and time-consuming, especially if you are a startup or the leader of a small group.
We hope that these often used terms to express both positive and negative aspects of corporate culture will assist you in doing so with confidence.
Words to describe a positive company culture
Some of the most widely used words to define a company’s culture in an appealing way are as follows: Employees that are family-oriented are provided with advantages and flexibility that make it simple to strike a healthy work-life balance. Rewarding– Those who go above and above are acknowledged, even if it is not in monetary terms. Relaxed– employees are allowed some latitude to determine how they will perform their best work and then carry it out in that manner. Employees who are eager for a challenge have access to more demanding work at any time.
- Employees that collaborate successfully with one another, both inside and between departments are sought for.
- Employees are driven to attain their goals as a result of both inner and external incentives.
- Innovative– the organization is constantly looking for innovative methods to stay one step ahead of the competition, and it is open to suggestions and comments.
- Casual means that there is no requirement for formality in the clothing code, the atmosphere, or the communication style.
- autonomous – employees have both the flexibility and the responsibility to alter their environment and the outcomes they achieve Inclusive — people of all backgrounds and beliefs are welcomed and valued.
Words to describe a negative company culture
Even though you might be tempted to skip over some of the terms on the list above and go back to work, practically any organization that is attempting to put a finger on their organization’s culture will have some bad characteristics to address. Here are some of the most commonly heard terms used to define negative cultures, as well as a brief explanation of each term and example. The following are some examples of how you may utilize them to assist enhance your own corporate culture, or just to have a better grasp of what to avoid: The organization favors some groups over others, as indicated by promotions and terminations that favor certain groups over others.
- The organization’s direction (or its expectations of its employees) is inconsistent; it changes with the wind.
- Rigid – there is no room for flexibility; work hours, settings, and methods have already been determined, and employees must adhere to them.
- The organization is out of date since it has failed to move forward through time and is not receptive to creative ideas and change.
- Unforgiving– workers are chastised (or even dismissed) for their first infraction rather than being rectified and helped through the process.
- Unrewarding – the company has high expectations and top performers, but does little to acknowledge or reward them for their efforts.
- Employees who are unethical are those who perform job that they do not enjoy or who are aware of unethical business practices.
- Remember, acknowledging the bad parts of your business is the fuel your organization requires to move forward and thrive.
Furthermore, taking the time to address the bad parts of your company’s culture will not only enhance your company’s internal culture, but it will also naturally reflect outwards and boost your employer brand as a result of your efforts. This article was originally published on Kununu.
17 words that describe great company cultures
However, practically any organization that is attempting to define its culture will have a few bad issues to address. If you are one of such organizations, you may be tempted to simply choose terms from the list above and quit reading. Some of the most commonly used terms to define negative cultures are listed below with a brief illustration of what they mean in each case. For example, you may utilize them to assist in improving your own corporate culture, or even just to have a better knowledge of what you should avoid: When an organization favors certain groups over others, it is discriminatory, as proven by promotions and firings.
- The organization’s direction (or its expectations of its employees) is inconsistent, changing with the winds.
- A company that is outdated will not support its employees when a customer complains.
- It is micromanaging that leads to the CEO insisting on being involved in the selection process for a receptionist who is six levels below her in the organizational structure.
- Organizations are biased when it comes to allowing rotten apples to remain because of friendships or other connections.
- Rewarding– the organization has high expectations and achievers, but does little to acknowledge or reward them.
- The organization has become compartmentalized to the point where personnel are unaware of their function in the overall company or their effect on the final outcome.
- Furthermore, taking the effort to address the bad parts of your company’s culture will not only enhance your company’s internal culture, but it will also naturally reflect outwards and boost your employer brand as a result of your actions.
The foundation of a satisfying workplace is the establishment of a culture of appreciation. That entails acknowledging workers for all of their efforts to the team, no matter how insignificant they may appear to be. Employees who believe they are really valued are more engaged and effective in their jobs. Use an employee recognition solution that allows for regular, tailored social and monetary acknowledgment — the latter in the form of a points-based incentive system — in order to achieve the greatest possible outcomes.
This allows employees to pick incentives that they genuinely want and to offer points to other members of their team with relative ease.
Employee engagement has a direct correlation to the overall productivity of a team. However, determining how engaged employees truly are can be difficult to determine. The role of employee engagement platforms is to empower employee voice by providing you with direct, easy-to-access tools to receive, evaluate, and act on employee input, which is where employee engagement platforms come in. These systems, which make use of technologies like as pulse surveys and always-on, AI-powered HR chatbots, allow workers to feel heard while also providing your business with the knowledge it needs to address institutional problems before they have a negative impact on your bottom line.
If your company does not give prospects for advancement, going to work every day might become a pain. It is the challenge that motivates employees to get out of bed in the morning – one that is interesting, intriguing, and requires them to think outside the box. For managers to be effective, they must create a work climate in which people not only feel empowered to take on new tasks, but also have access to the tools they require to succeed.
Every profession is more pleasurable when you have coworkers who celebrate your victories with you and assist you when you have difficulties. Your staff will have a greater sense of belonging and morale as a result of their collaboration with one another. It contributes to the development of a stronger team that can withstand both good and bad times.
It’s not necessary to have a good time at work all of the time, but it’s crucial to take time to laugh with your coworkers. Employees are given the opportunity to express themselves and get to know one another better when they participate in activities or organize an outing. Allow your team members to let their hair down and be themselves, and they’ll respond with fresh zeal and enthusiasm.
Given the increasing rise of remote work as the new normal, it is more critical than ever to actively cultivate a sense of connection and belonging inside your business. Employees who have a strong feeling of belonging are twice as likely as those who do not to indicate that they would recommend their company to others and that they are excited about their jobs. In order to foster a sense of belonging in the workplace, it is important to ensure that all employees feel accepted and welcomed. Practicing recognition on a regular basis is one of the most effective strategies to foster this sense of belonging.
Explore the ways in which a sense of belonging may improve the employment experience.
Transparency is essential if you want to build trust and respect among your team members.
That entails keeping your staff up to date on company operations on a regular basis and being completely honest at all times. Even in the midst of a crisis, leaders must confront issues head-on in order to maintain the trust of their employees and customers.
Transparency is essential if you want your employees to believe in and respect you. In order to do so, you must keep your staff informed on company activities on a regular basis and maintain complete transparency. It is essential for leaders to confront issues head on, even during times of crisis, so that their employees do not lose faith in them.
In the beginning of a new employment, the first few days, weeks, and months set the tone for all that follows. A warm and inviting onboarding procedure may make the difference between a successful and lengthy career at your company and an unhappy employee who quits for a rival in a short period of time. When new workers emerge from onboarding with a sense of belonging to a team, a clear understanding of what they must accomplish and how to do it, they will contribute to the ongoing improvement of your organizational culture.
The world is always changing, and your firm will eventually need to innovate in order to remain competitive and relevant in the marketplace. Companies that are prepared to go outside the box and experiment with novel techniques to keep their young, talented workers engaged and happy at work are particularly attractive to young, talented people. Leadership should set the tone for a culture of innovation by demonstrating and praising creativity in order to set the tone for a culture of innovation.
Flexibility at work may take many forms, from providing employees with a range of schedule alternatives to enabling team members to work from home when it makes sense. Employees enjoy the benefits that flexibility offers to their work-life balance as well as to their everyday job experience in the workplace. A real culture of flexibility, on the other hand, goes beyond this and embraces an agile, flexible attitude to work in which people aren’t hesitant to make changes to better a project or achieve a goal.
It is critical to maintain a positive attitude among employees, especially when the situation appears to be hopeless. People who are positive have more hope and a purpose to keep going, even on their worst days. A great workplace culture goes hand in hand with a transparent, healthy, and enjoyable environment.
Do you want to see your team develop to its full potential? A corporate culture that encourages people to perform their best work and to take on new challenges may propel your team’s productivity to new levels of excellence. Starting with designing an organization-wide employee recognition program, you may demonstrate your appreciation for your employees’ efforts and show them that you value their contributions.
A successful corporate culture is built on the foundation of trust. When employees have faith in their bosses, they are more comfortable and confident in their job performance. They believe in corporate objectives because they have faith in the individuals who set them, and as a result, they will go above and beyond in their pursuit of these milestones.
Mutual trust must be established among all members of the team in order for employees to be aligned with your corporate culture, which is a key driver of long-term success. Start putting cultural alignment approaches to use to improve your company’s success now.
Employees that are motivated produce work that is truly outstanding. However, how does one go about creating a corporate culture that inspires employees on a daily basis? Establishing clear corporate values is the first step; having an understanding of who you are and what you want to achieve will help you create meaningful goals that everyone on your team will support.
Emotions might be a mess, but ignoring them will only make the situation worse by allowing problems to fester. Instead, pay attention to what your staff have to say and demonstrate that you understand the challenges they are raising. Employees should feel comfortable expressing themselves honestly, whether in person or through an anonymous feedback channel, if they work in an environment of psychological safety. Then, by responding to team members’ complaints, you may demonstrate to them that your business actually understands their problems.
A healthy work culture is one that places a high value on the physical and emotional well-being of its employees. By implementing employee wellness programs, you can help your team avoid burnout and develop healthy habits that will serve them both on and off the job. Team members take notice when their employer demonstrates a genuine interest in them as individuals, rather than just as employees.
4 words you don’t want to hear
Of course, not every adjective that is used to characterize a company’s culture is a favorable one. A few phrases that you don’t want to hear thrown around in your workplace are as follows:
Burnout is a result of long-term stress at work that does not go away. Employers should ensure that their employees have adequate time to take breaks and recover from stressful jobs, and they should pay attention to their requirements before it is too late.
The presence of high turnover rates, low employee morale, poor communication, and a fear of speaking out are all indicators of a toxic work environment. If this describes your company’s culture, you should begin looking for answers to these problems as soon as possible.
Teamwork is crucial, yet silos may make it difficult for employees to collaborate with one another. Try to break down barriers through enhancing communication and establishing goals that everyone can rally around and support each other.
It is crucial to maintain eyes on your team, but it is uncomfortable for employees to feel like their supervisor is breathing down their necks. Micromanaging suggests a lack of faith in your colleagues, which is bad to their confidence and productivity, as well as their morale. In their function as a coach, managers should approach their team with a sense of confidence, cheering them on when they succeed and offering assistance when necessary.
Earn rave reviews for your company culture
Every strong corporate culture is built on a foundation of employee engagement. Employee engagement begins with actively listening to them and providing them with a genuine voice in the workplace. The use of incentives and recognition is also important in keeping staff motivated for many years to come. Achievers Listen is a simple-to-use employee engagement tool that is backed by scientific research and data. Because of its mobile features, everyone on your team will be able to submit anonymous feedback whenever and wherever they choose.
Furthermore, it combines with Achievers Recognize, an award-winning, mobile-friendly recognition platform that has won several awards.
Try a free sample of the Achievers Employee Experience Platform today to get started on creating a culture that your workers will be proud to be a part of.