- 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 Outdated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 Outdated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 20 Words that Describe the Best Work Environments
- 42 Best Words to Describe Company Culture
- 43 30 Powerful Words to Describe Company Culture: Create your Culture and Build your Brand
- 44 When you’re looking to describe company culture for your own organization you first need to learn what company culture really is.
- 45 Words to Describe Company’s Work Culture and Environment
- 46 30+ Solid Words to Describe Company’s Work Culture
- 47 Describing your Company Culture: Do’s and Don’ts
- 48 How do you describe 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.
Employees and customers alike place a high value on transparency; however, many businesses struggle to implement transparency in the workplace, particularly when it comes to critical information and business decisions. Take a look at how Buffer uses transparency to drive their company’s core principles forward. 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 not enough for employees to be content; you also want them to be happy at work and love what they do in order for them to stay on board and avoid leaving. Tony Hsieh, the CEO of Zappos, places a strong emphasis on employee satisfaction and work-life balance inside the firm. Check to see how satisfied your staff are!
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.
Who says that working can’t be enjoyable? Employee engagement and retention are more likely to be improved in organizations that provide opportunity for fun on a consistent basis.
Organizations that are curious about new processes, methods of thinking, and approaches to issue resolution are constantly eager to try new things.
Great partnerships result in the birth of the most brilliant ideas. Greenhouse is a place that values cooperation, placing a heavy focus on the importance of working together to accomplish success.
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.
A rewarding corporate culture is one in which employees are rewarded when they go above and beyond requirements or when they surpass their own expectations. An acknowledgement (whether in the form of a verbal commendation or the donation of money) is much appreciated! Peer-to-peer recognition campaigns can encourage employees to appreciate one another’s accomplishments. Encourage workers to recognize and congratulate one another by implementing peer-to-peer recognition activities.
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 where the organization focuses on motivating and encouraging its people to accomplish performance and business goals to support the success of the firm. 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 people experience some level of stress at work from time to time, when stress becomes ingrained in the company’s culture, the pressure and stress become more pervasive and difficult to cope with. Employee burnout is common in this type 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.
In the context of management, micromanagement refers to a style in which a manager carefully monitors and supervises the work and conduct of their team. The culture of micromanagement permeates the whole organization, which discourages independence and results in a high level of employee turnover. In most cases, employees are disengaged from their employers and their jobs because they do not have the independence and flexibility to complete their tasks independently. It is common for turnover to be high in this sort of setting.
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.
WeWork 515 N State in Chicago is a coworking space.
Shift the company mindset
Businesses are increasingly valuing soft talents above hard abilities, and this is becoming increasingly prevalent. 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 particular computer program. Consequently, when hiring new employees, constantly endeavor to have a thorough understanding of their personal beliefs and to envision how they would interact with the other members of your organization’s workforce.
You could even interview a candidate more more once; bring other team members along for the interviews so that they can share their thoughts on the applicant you’ve selected. At 515 North State in Chicago, weWork is a coworking space.
- 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.
20 Words that Describe the Best Work Environments
Do you want to build a workplace that your employees will enjoy? You do, without a doubt! But where do you even begin? In this article, we’ll provide some unique thoughts directly from the lips of workers to assist you in creating an exciting and dynamic workplace culture that your employees will be proud to work in. More than half a million employees from organizations participating in our Best Places to Work program were polled. The top 20 terms they used to characterize their own cultures are listed below.
Best Words to Describe Company Culture
The terms listed below are sorted according to how frequently they were spoken by employees, starting with the most commonly mentioned and progressing to the least frequently mentioned.
From most frequently said to least frequently stated, the terms listed below are sorted according to how frequently they were mentioned by employees.
- Set up ping pong tables or board game stations for employees to play in the office. Organize themed office parties to celebrate frequent holidays
- Surprise colleagues by bringing in coffee, catering lunches, or throwing a happy hour at their place of work.
- Encourage workers to take on additional obligations outside of their regular job duties
- And Encourage staff to set difficult stretch objectives for themselves. In order to have productive professional conversations, one-on-one sessions are recommended.
- Create a friendly onboarding experience for new employees. Hold cross-departmental events once a quarter to let employees get to know their coworkers on different teams. Assign a culture coach to new employees to inform them about the organization’s operations and to answer any questions they may have
The ebook, 20 Words That Describe The Finest Workplaces, has suggestions for all twenty characteristics of the best workplaces. Download it now to get started.
30 Powerful Words to Describe Company Culture: Create your Culture and Build your Brand
Date of publication: September 16, 2020 The most recent update was made on January 13, 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.
In today’s world, when organizations are being driven to be more adaptable to change than ever before, finding the perfect terms to express organizational culture might seem like a vague process. When attempting to characterize your company’s culture, start with the following as a starting point:
- What is the mission of your organization? Does your company have a mission statement? Mission statements outline the rationale for a company’s existence as well as the company’s ultimate aim. Whether or whether your organization delivers
- ValuesEthics: These two concepts are intertwined. Employee handbooks are an excellent tool for outlining a company’s principles and ethics, as well as the manner in which workers are encouraged and expected to conduct themselves. Dedication, honesty, integrity, and responsibility are just a few of the characteristics to consider. Environment: The physical environment of your office plays an equally essential role in determining the culture of your organization. Is the work environment more informal or more formal than you would like? Does it appear that workers may walk into the CEO’s office and ask questions, or is there a more established structure in place
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.
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Words to Describe Company’s Work Culture and Environment
The business sector has many different types of cultures and environments that are designed to keep employees motivated, engaged, and on the lookout for opportunities to increase productivity. The level of satisfaction that an employee has with the company’s culture determines the quality of their job. The personality of a corporation is referred to as the work culture of that organization. It fosters an environment in which employees may collaborate effectively. a company’s culture is a combination of a multitude of variables, such as the work environment, the company’s mission and operations; values; ideologies; ethics; expectations and aims; and goals and objectives.
Working cultures influence the way in which workers interact with one another as well as the method in which a company performs.
Thus, we will explore some of the phrases that are used to characterize a positive firm or corporate work culture in the following section: Englishbix supplies you with some very great phrases and aspects that you can use to define the work culture of your organization in a simple and straightforward manner.
30+ Solid Words to Describe Company’s Work Culture
|Rewarding||those who exceed expectations are recognized, even in non-monetary ways|
|Family-Oriented||employees are offered benefits and flexibility that make it easy to find balance|
|Relaxed||workers are given some freedom to decide how they do their best work and then do it that way|
|Challenging||team members are pushed to explore and work at the top of their skill sets|
|Collaborative||employees work well with one another, within and between departments|
|Nurturing||the organization supports employee growth and development; gives employees clear feedback and suggestions before moving to termination|
|Motivating||employees feel motivated to achieve because of intrinsic and extrinsic rewards|
|Engaging||employees feel invested in their work and their organization and do their best work every day|
|Innovative||the company is always seeking new ways to stay a step ahead of the industry and is open to feedback and ideas|
|Fun||the organization creates opportunities for fun in daily work|
|Casual||the dress code, the environment, or the communication style is casual; formality isn’t required|
|Fast-paced||employees have no trouble staying busing and thriving in their work environments and their workday goes by quickly|
|Autonomous||employees have both the freedom and accountability to change their work and their results|
|Inclusive||diversity is welcomed and appreciated|
|Friendly||staff engage in positive interactions with one another throughout the day|
|Accepting||A positive workplace where every type of employee is accepted, and work as a team.|
|Adaptable||A workplace that helps its employees to adapt to new situations and circumstances.|
|Celebrating||All the festivals and events are celebrated to increase employee engagement.|
|Competitive||A place where employees are encouraged to be competitive.|
|Creative Freedom||A workplace where employees are free to try out all their innovative and different ideas to increase productivity.|
Various types of corporate culture and environment exist to keep employees motivated, engaged, and on the lookout for opportunities to increase productivity in their respective organizations. How an employee feels about the workplace culture has an impact on the quality of their job. In business, work culture refers to the unique characteristics of a certain organization. Employees can operate more effectively when they are in a collaborative atmosphere. When it comes to business cultures, there are many different components to consider.
Other things to consider include things like values, ideas, and ethics.
The way workers interact with one another and the way a company runs is determined by the work culture.
Because of this, we will review some of the terms that are used to characterize a positive firm or corporate workplace culture. Englishbix supplies you with some very great phrases and aspects that you can use to define the work culture at your firm in a simple and straightforward manner.
|Providing Opportunity||Growth Mindset||High Performance||Impartial|
|Risk-Taking||Secure||Provide Work-Life Balance||Supportive|
|Decision Making||Human factor||Motivating||Unbiased Leadership|
The mindset of the employees, as well as the manner in which they regard their employer, is what determines the climate in which the business operates. Continue your education with EnglishBix! Links to Important Documents
- What determines how an organization’s atmosphere is created is determined by the attitude of its employees and how they see their employer. With EnglishBix, you’ll never stop learning. In-Depth Overview of the Subject
Describing your Company Culture: Do’s and Don’ts
The mindset of the employees, as well as the manner in which they regard their employer, determines the climate in which the business operates. Continue to learn with EnglishBix! Links to Important Documents (Quick Links)
How do you describe your company culture?
Here are our best suggestions for the “Do’s” and “Don’ts” of characterizing a company’s culture, as well as some examples.
DOuse easy-to-understand, non-jargony language
Starting from the top, below is a list of frequent terms that human resource professionals use to characterize corporate culture:
- Nurturing: Do you make a concerted effort to assist your staff in growing and progressing in their careers? Afterwards, you may define your organization’s culture as one that is nurturing. Employees participate in pleasant, enjoyable interactions throughout the day when they work in a friendly corporate culture. Autonomous: When managers give their staff the freedom to make decisions on their own, they are promoting an autonomous culture among them. This can be quite appealing to professionals who dislike being micromanaged
- Nevertheless, it is not for everyone. In a tough work culture, people are encouraged to take on difficult jobs and broaden their knowledge and experience
- Motivating:If you can define your organizational culture as motivating, it signifies that your firm drives employees to be enthusiastic about their jobs and to put up their best effort. Casual:Do you have any Millennials or Generation Zers working with you? They might choose to work in an environment that is more conducive to relaxation. This entails a more flexible work schedule and a more informal dress code.
Although these are some examples of appropriate terms to characterize your company’s culture, this is by no means an entire list. You might wish to pick out a handful that stand out to you right away. Make your own list of phrases that are distinctive to your firm and the culture you want to create, however, and use them to communicate your message.
DOdescribe your company’s mission, vision, and values
The mission of your firm is the main objective or purpose of your organization. The reason for your organization’s existence is because of it. An expression of what you want your organization to be at some point in the future is known as a vision statement. Your values, on the other hand, are the fundamental ideas or ethical concepts that influence your company judgments. These three principles are interconnected and mutually reliant on one another. Furthermore, they are essential to the overall culture of your organization.
Here are a few common ideals that many businesses choose to uphold for their own benefit:
- Respect and fairness
- Growth mentality
- Positively influencing the future
- These are only a few examples.
DON’Tforget your employees
As we’ve discussed so far, there are certain steps you can take to produce a description of your company’s culture that you can follow. But keep in mind that your culture is more than just your purpose, vision, and values. In the workplace, it is characterized by the method in which those principles are articulated by your workers in their day-to-day job activities. The absence of your workers’ actions and attitudes from the equation results in a misrepresentation of your company’s culture. Organizational culture is essentially a product of the individuals who work for you.
Are they enthusiastic about the mission of your company?
Do they demonstrate a commitment to your stated values?
If your organization has a dysfunctional organizational culture, you might be tempted to simply rewrite it and move on from the situation. This is especially tempting when you’re on the lookout for new employees. Why not communicate your new cultural description in interviews with promising potential hires? You want promising potential hires to believe that your company is a great place to work, and you’ve just written this fantastic new set of values, so why not communicate this new cultural description in interviews?
- The problem is as follows.
- It’s fantastic that you’re attempting to effect a cultural shift, but you may not be quite there yet.
- Alternatively, if they find themselves working in an overly competitive and isolated environment, they will realize that you lied to them about their employment situation.
- It’s best to be honest and straightforward when describing your company’s culture.
If you are working on a shift, make it clear that you are. Inform new hires that you are hoping that they will be able to participate in that shift. Then you can allow them to make an informed decision about whether or not to work for you. Bookmark(0)
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Nicole works as a freelance writer, concentrating in topics such as health, mental health, and parenthood. Her work has featured in a variety of publications, including Today’s Parent, Crixeo, Grok Nation, Chesapeake Family LIFE, and the Baltimore Sun.