How To Describe Your 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.

1. Transparent

What, in one word, would you use to define the culture of your organization? It is the character and personality of an organization that defines its culture. The way individuals connect, cooperate, and get along at work is referred to as workplace chemistry. Positive culture, despite the fact that it may appear unclear, is incredibly essential for a variety of factors. Employers benefit from it because it attracts talent, boosts engagement, and ensures that employees are happy, productive, and intend to stay on.

Finding out what values you want to teach in your employees and how you want to express your firm’s identity are two important initial stages in creating a successful corporate culture.

As a bonus, we’ll throw in a few more derogatory terms to characterize the sort of workplace culture you’re attempting to avoid:

2. Connected

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.

3. Nurturing

Employees who feel welcomed, respected, and a sense of belonging are more likely to have a connected business culture.

It is much easier for employees in linked firms to collaborate and exchange ideas rapidly. A linked culture fosters employee engagement and a sense of shared purpose among employees in a company.

4. Autonomous

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.

5. Motivating

Employees that work in a positive atmosphere are more energetic and driven to meet their company’s and individual performance objectives.

6. Happy

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!

7. Progressive

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.

8. Flexible

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.

9. Casual

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.

10. Innovative

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.

11. Inclusive

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.

12. Fun

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.

13. Curious

Organizations that are curious about new processes, methods of thinking, and approaches to issue resolution are constantly eager to try new things.

14. Collaborative

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.

15. Relaxed

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.

16. Challenging

It is important for employees to be pushed and challenged in the workplace so that they may learn from their mistakes, grow, and adapt.

17. Empathetic

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.

18. Engaging

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.

19. Rewarding

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.

20. Nimble

The culture of a rewarding firm is one in which employees are rewarded when they go above and beyond their job responsibilities. An acknowledgement of any kind is much appreciated (whether it’s verbal or in the form of gift cards). Using peer-to-peer recognition efforts, you may encourage workers to congratulate one another. Peer-to-peer recognition efforts should be used to encourage employees to congratulate one another.

21. Respectful

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.

22. Trusting

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

In order to generate solid working relationships, effective teams, and a healthy business culture, trust must be established from the beginning. There are two sides to this coin.

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:

24. Toxic

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.

25. Boring

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.

26. Siloed

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.

27. Outdated

Some businesses are just out of date, whether as a result of outmoded technology, outdated business processes, or a combination of the two.

28. Biased

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.

29. Unsupportive

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.

30. Hostile

Intensely competitive work situations, which are detrimental to employees’ personal well-being and mental health, may be found in many industries.

31. Stressful

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.

32. Micromanaged

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.

33. Disengaged

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.

Sign up today and get started.

Connect your peoplenow with Pingboard

By|Posted on May 8, 2018|Comments Off on By We’ve all heard about the significance of culture and the link between it and performance, both individually and as a group in the workplace. It is something I am convinced we all aim for: a culture that brings out the best in our employees—one in which they are driven, challenged, and devoted to the business and its consumers. The difficulty lies in the fact that culture is more difficult to describe and quantify than the majority of other components of our business.

The purpose of this two-part blog post is to accomplish just that.

First and foremost, I want to be clear.

However, with the right structure in place, you can enhance your culture regardless of the conditions or available resources in your organization.

What is this thing we refer to as “culture”?

Is culture something that can be touched and defined? Can we get a look at it? Do you know what I’m talking about? You may find that your organization’s culture does not always correspond to the list of values produced by the executive team at an offsite meeting and displayed prominently in the lobby. These are aspirations, not facts. It is possible that the values, views, and norms indicated in your actual practices and behavior are at odds with the values, beliefs, and norms expressed in your organizational aspirations and ideals you seek to promote.

  1. Do you want to learn more about building strategies for engaging and retaining contact center employees?
  2. Learn more about our workshop on Engaging and Retaining Participants.
  3. Here’s a classic case in point.
  4. We all, I’m sure, can think of several examples.
  5. The term “team player” is frequently included in job descriptions, however those same firms have incentives and recognition systems that are aimed only toward the individual.
  6. And these goals are frequently diametrically opposed to the principles and ideals that a firm professes to uphold or to promote in the first place.
  7. Is your company’s management supportive of or hostile to innovation and risk-taking?
You might be interested:  What Happened In 2013 Pop Culture

Do mavericks fit in, or are they driven out by the rest of the group?

Is there a true commitment to quality in the company, or is there a “just ship it” mentality?

Is your company’s culture characterized by high levels of employee engagement, or does senior management make the majority of decisions?

The personality of a person is comprised of values, beliefs, underlying assumptions, interests, experiences, upbringing, and habits, all of which influence the way that person behaves and interacts with others.

In a nutshell, our culture may be defined as “the way things are done around here.” Please keep in mind that the overall culture of your organization is not always the same as the culture of your team!

So, as you ask yourself the questions about the culture of your firm, ask yourself the same questions about the team you manage or oversee as you do about yourself.

How can you determine your cultural background? A simple activity you may do to help you identify your own culture or gain greater clarity on it is provided below.

Exercise: What Is Your Culture?

An examination of one’s own situation (You may do the same thing with your team, as well! (You may also get a PDF version of the worksheet by clicking here.)

  • What 10 words would you use to define our organization and/or team? What is our decision-making process? What criteria are used in selecting personnel for promotions
  • Where do we spend the most of our time and energy? What kinds of actions do we encourage and reward? Describe the physical setting in which we operate
  • What is our team’s process for sharing performance feedback?

In the hopes that this initial exercise will assist your team in identifying potential areas for improvement. Keep an eye out for the second installment of this blog series. The following post will feature an example gap analysis to assist you in determining where your culture strengths are and where some possible gaps/areas of opportunity may lie. Please stay tuned!

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.

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:

  1. Transparent: A transparent firm working culture places a strong emphasis on open and honest communication as well as the exchange of information. This can present itself in a variety of ways, but it displays that the company’s executives are concerned about its employees’ understanding of why things are done the way they are
  2. And Organizational Culture that is Results-Oriented: A results-oriented approach to organizational culture promotes activities and outcomes. You must first establish the outcomes you want to achieve with your team members, and then strategically implement those outcomes. Similar to results-oriented organizations, performance-driven organizations are motivated by team achievement and the pursuit of superior business outcomes. If you find a term challenging, it’s probably because it has either good or bad implications, and you should investigate further into it. When a company’s culture is challenging and encouraging, it creates opportunity for employees to develop their skills and advance their careers. Negatively, it has the potential to cause tension through a lack of communication, bad management, or a lack of defined objectives among team members
  3. However, it is not always the case. Employees are kept engaged and interested in their tasks when their corporate culture is engaging. Strong employee engagement is characterized by good manager-employee connections, regular communication, a healthy work-life balance, and a sense of belonging
  4. It is also characterized by low turnover. Innovative: Your organization is constantly looking for new and better ways to do things, and they aren’t hesitant to challenge the status quo in their pursuit of success. Starting up and technology firms are typically coupled with the term “startup.” Autonomous: If employees are actively encouraged to finish projects on their own without supervisors micromanaging, you may describe your workplace culture as one in which you have faith in your employees’ ability to generate excellent outcomes. Employee knowledge and ideas are maximized in a collaborative work environment, which stresses the need to work together and exchange information in order to achieve success as well as optimize employee knowledge and ideas. This cooperation allows employees to collaborate across departmental or functional lines, which has a positive impact on overall company performance
  5. Inclusive: While inclusivity has become a buzzword in recent years, it is a critical factor in ensuring a company’s long-term success and the well-being of its employees. Employee diversity are embraced and uplifted in an inclusive workplace where everyone is treated equally. They provide a sense of belonging among employees from various walks of life, allowing them to feel appreciated and respected. Adaptable: If your organization is comfortable with timetable adjustments, is willing to experiment with new problem-solving tactics, or is generally unfazed by major concerns, you may characterize them as adaptable. Casual:Perhaps your organization places greater emphasis on the speed with which tasks are completed than on the attire that workers wear to the office. Alternatively, you may work for a firm that departs early on Fridays for team happy hours or team-building activities. Casual employers feel that employees who are comfortable are also industrious employees. Motivating: By providing employees with support and opportunities, motivating work environments motivate people to constantly produce their best job. It also has the additional benefit of lowering absenteeism and increasing staff retention. A moral workplace culture ensures that every management and employee is committed to upholding the values of their organization and that every work is carried out in accordance with the law. The principles and ethics of a company are vitally crucial in order to create a feeling of trustworthiness. Inquisitive: A curious business culture encourages people to pursue their passions and provides the necessary resources to make this feasible
  6. Curious: Workplaces that are innovative and imaginative foster an environment of innovation and imagination. Moreover, this is not exclusive to artistic industries
  7. Any company may nurture creative culture by thinking outside of the box. Employers who have a supportive business culture actively help their employees by promoting healthy interpersonal interactions and psychological well-being. Employee Recognition: Do your supervisors actively provide comments and support when their staff are performing admirably? When workers go above and above, they are recognized in a culture of acknowledgment. Employees who work in empowered environments are encouraged to go above and beyond their typical day-to-day obligations and to extend their talents. Employees who work in a fun environment may benefit from advantages such as endless coffee or workplace games, which help to keep them optimistic and lively. While having a good time at work is not the be-all and end-all of culture, it is crucial to discover methods to have a good time at work. Welcoming: A welcoming corporate culture swiftly integrates new team members while also providing more tenured employees with opportunity to connect and engage with one another on a daily basis. Meaningful:Many employees want to believe that their work has a positive influence on the world. In order for workers to understand how their work contributes to the greater good, a purposeful business culture ties work to the larger picture. Formal:In the corporate sector, it is unavoidable that most workplaces have a certain level of formality about them. Formal work cultures, on the other hand, need some sort of dress code, tend to be more hierarchical in nature, and may have more organized communication rules. Teams working in silos: When teams operate in silos, they miss out on opportunities to collaborate. When teams are separated by organizational boundaries, exchanging information between them is not encouraged, most often in order to promote team concentration, but this has the unintended consequence of diminishing team efficiency. Unethical behavior: Perhaps supervisors take credit for their employees’ efforts, or perhaps a team member cuts shortcuts on particular tasks because they believe no one would notice the difference. Cultural norms that are unethical set the stage for future difficulties. Outdated: When we talk about outdated business culture, we might refer to things like technology, communication techniques, company regulations, and so on. It is critical for a business to retain continuity while simultaneously evolving with the times. Companies with rigid corporate cultures allow limited space for innovation and are heavily influenced by rules and traditions. It’s common to hear people say things like “this is how we’ve always done things, and this is how we’ll continue to do it.” Employees may grow bored if they are not given enough challenges or if the initiatives that are accessible do not pique their interest enough. A good learning and development program that encourages employees to pursue their interests can assist to mitigate this problem. Employees’ negative stress levels rise if they believe they are under too much pressure, have insufficient resources, or do not have enough space to let off steam. Employees’ disengagement and burnout can be prevented if a stressful workplace culture is handled promptly. Employers in a demanding workplace culture are expected to perform above their capabilities, and their employers may or may not provide them with the tools they require to do so. Companies with toxic cultures tend to have employees that are burned out and disinterested in their jobs. Excessive office politics, poor communication, and gaslighting are all factors that can lead to a toxic workplace where employees do not feel appreciated.

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.

To use check-ins, 1-on-1s, and organizational goals to help your team reach the next level of success, sign up for a free Hirebook account now! Photo courtesy of

how do you describe your culture

The values, beliefs, attitudes, and behaviors that workers share and apply on a daily basis in their job constitute an organization’s culture. Additionally, culture influences decisions and behaviors, which in turn influence the overall success of the business.

How would you describe culture in your own words?

Language, religion, food, social customs, music, and the arts are all examples of cultural features and information held by a particular group of people. As a result, culture may be defined as the development of a group identity that is influenced by social patterns that are exclusive to the group.

What are some examples of your culture?

Cultural components include things like customs, legislation, clothes, architectural style, social norms, religious views, and traditions, to name a few examples.

How do you identify your culture?

The six ways in which we distinguish culture

  1. Rituals. We have rituals throughout our culture that are similar to Independence Day traditions. These rituals might be daily, weekly, monthly, yearly, or even longer in duration. In this section, you will learn about: norms, values, symbolism, language, artifacts, and more!

What is my personal culture?

Personal culture is the collection of cultures to which you are a member at a given period in your life. Culture is a shared understanding that comes from a common set of circumstances. Thus, it is not something that can be defined in isolation on a personal level.

What my culture means to me?

Culture, in my opinion, is best described by the phrase “Know oneself.” Understanding your background, your history—whether it is familial or race-based, accepting how you were raised, and understanding why you are the way you are are all important steps.

How do you explain culture to students?

Cultures are what distinguishes one country from another. Each country has a unique set of cultural activities and rituals that are unique to them. Material commodities, such as the objects that people use and make, are considered part of culture. Culture encompasses a person’s views and values, as well as the manner in which they think about and comprehend the world and their own existence.

You might be interested:  Which Of The Following Is A Part Of A Group’s Material Culture

What three words would you use to describe our culture?

33 Words to Describe the Culture of Your Organization

  • Transparent. Employees and consumers alike place a high value on openness
  • Nonetheless, many businesses struggle to implement transparency in the workplace, particularly when it comes to critical information and business choices. Connection
  • Nurturing
  • Self-determination
  • Autonomy
  • Inspiring
  • Happy
  • Progressive
  • Flexible
  • .

How do you write a culture statement?

How to Describe the Culture of a Company

  1. Step 1: Rely on your basic beliefs to guide you. To begin, think back to the basic principles of your organization. …
  2. Step 2: Make your mission statement a part of your everyday life. Image courtesy of Shutterstock. …
  3. Step 3: Take into consideration your staff. Last but not least, consider your present personnel and how you would characterize them.

What are 7 examples of culture?

A single culture may be broken down into seven components or sections. Social organization, customs, religion, language, governance, economics, and the arts are some of the topics covered.

What are 5 examples of cultural?

The examples that follow are meant to serve as illustrations of traditional culture.

  • Norms. Norms are unwritten, informal norms that regulate how people behave in social situations. Foreign Languages. Festivals. Rituals and Ceremonies. Holidays.
  • Hobbies.
  • Food.
  • Architecture

What is someone’s culture?

In general, culture refers to the traits that a group of people have in common, which might include things like their place of origin, religion, language (including cuisine), social behaviors, art, literature, and music, among other things. There are certain cultures that are widely practiced, and there are a great number of individuals who identify with the distinctive values, beliefs, and origins of such cultures.

How would you identify your culture examples?

Examine your rules and traditions to determine your company’s culture, and take note of the kind of behaviors and employee interactions that arise as a result of these rules and traditions. When it comes to workplace clothing codes, for example, what impact does it have on productivity? New workers should feel welcomed, not overwhelmed. Do your onboarding practices make them feel welcomed or overwhelmed?

What are the 4 types of culture?

There are four different forms of organizational culture.

  • Adhocracy culture is characterized by its dynamic and entrepreneurial nature. Clan culture is the people-oriented, pleasant Collaborate Culture
  • It is the culture of collaboration. a hierarchical culture characterized by process-oriented and systematic control
  • Competitive Compete Culture – the results-driven, results-oriented culture of the market

What is culture in simple words?

Culture is a term that refers to a group of people’s ‘style of life,’ which refers to the way they go about their daily lives. … High culture is defined as superior taste in the fine arts and humanities, sometimes referred to as high culture.

A pattern of knowledge, thought, and conduct that is interwoven throughout time and space. A society’s shared viewpoint, attitudes, values, morals, objectives, and rituals are referred to as its shared culture.

What is culture in your own definition?

When it comes to defining culture, it may be defined as “all of a population’s ways of life,” including arts, beliefs, and institutions, that are passed down from generation to generation. One definition of culture is that it is “the way of life for a whole civilization.” Thus, it encompasses standards of conduct, dress, language, religion, ritual, and artistic expression.

What does culture do to a person?

Personality traits: Your cultural background has an impact on whether and how you value characteristics such as humility, self-esteem, politeness, and assertiveness. Culture may also have an impact on how you view suffering and how you feel about relying on other people for assistance.

How do you introduce your culture?

Here are a few more examples to assist you in sharing your culture:

  1. Teach a class on the traditional dance style of your country’s culture to children. .
  2. Offer to teach your language in a local school as a volunteer. Talk about your immigration experience in front of an audience at a local organization or library. …
  3. Serve as a volunteer translator for a local hospital or judiciary

What is your idea about culture and society?

Various cultures exist in various civilizations; nonetheless, it is crucial not to mistake the concept of culture with the concept of society. A culture reflects the ideas and practices of a group, whereas society represents the individuals who hold those values and practices in common with that group. Society and culture are inextricably linked and cannot live without one another.

How do you explain culture to preschoolers?

Developing your children’s curiosity by making them culturally aware will play a critical part in their ability to make sense of the world and their place in it. Begin by talking about your own childhood or stories that have been passed down to you by your parents, because stories of cultural history may give a deep perspective on cultural heritage and heritage preservation.

What makes a good culture?

A positive culture develops as a result of messages that encourage characteristics such as teamwork, honesty, and hard effort. Principals have the ability to affect each of the following five intertwined elements: fundamental beliefs and assumptions, which are the things that individuals at your school believe to be true; shared values; shared goals; and shared expectations.

What is culture positive?

Positive blood culture results indicate that you have a bacterial or a yeast infection in your bloodstream, respectively. The findings of the test are generally helpful in identifying the exact bacteria or fungus that is causing your ailment.

How do you describe work culture?

In a work setting, work culture is a combination of attitudes, beliefs, and actions that contribute to the regular atmosphere that exists. Individuals’ well-being is taken into consideration while creating healthy workplace cultures, which aligns employee habits and corporate regulations with the overall aims of the organization.

What is Zoom’s culture like?

Zoom’s corporate culture is centered on employee happiness. Customer service, employee satisfaction, corporate growth, community involvement and self-improvement are all important to us.

What is Statement culture?

Culture Statements are compilations of your organization’s mission, values, traditions, and beliefs. They are also known as mission statements. It will be utilized to direct the actions, priorities, and choices of your team members in the future.

How would you describe your cultural background?

The Culture Statement is a summary of the mission, values, traditions, and beliefs of your organization.

It will be utilized to direct the actions, priorities, and choices of your team members.

What are the 3 types of culture?

Ideal, real, and material cultures are the three types of culture. Non-Material Culture is a type of culture that does not use materials.

  • Culture in its truest sense. Real culture may be witnessed in our everyday social interactions. .
  • The Ideal Culture. People refer to ideal culture as a culture that is provided to them in the form of a pattern or precedent. Cultural Materialism against Cultural Non-Materialism

What are the 10 aspects of culture?

10 Characteristics of Outstanding Culture

  • Values that are fundamental to who we are. I used to be really sceptical when it came to “fundamental values.” I was under the impression that they were just mottos etched on plaques that were hung on the wall. …
  • sCamaraderie. A sense of camaraderie is defined by the following characteristics: having fun, celebrations, community, communication, caring, and commitment to learning. Consistency is a quality of camaraderie.

What are 10 different cultures?

Examples of distinct cultures from throughout the world that have captured the imagination of many people include the following:

  • The Italian Way of Life. Italy, the country of pizza and gelato, has piqued the imagination of people throughout the world for hundreds of years. They are the French.
  • The Spaniards.
  • The Chinese.
  • The Land of the Free.
  • The Second Most Populated Country.
  • The United Kingdom.
  • Greece.

What are the 6 types of culture?

  • National / Societal Culture
  • Organizational Culture
  • Social Identity Group Culture
  • Functional Culture
  • Team Culture
  • Individual Culture
  • And more.

What is culture and give example?

Culture is defined as the beliefs, behaviors, objects, and other characteristics that are shared by a group of people. For example, Christmas trees can be regarded as ceremonial or cultural objects in certain cultures. They are representative of both religious and commercial holiday culture in the Western world.

How a person experiences culture in everyday life?

People can get a better grasp of the world by learning about it via culture. People get more acclimated to society through being familiar with its views and putting those beliefs into practice in their everyday lives. … People gain an idea of their ability to follow and apply principles as a result of their cultural upbringing.

How would you describe your cultural identity?

In cultural identity, belonging to a specific group is defined by identification with or sense of belonging to that group based on numerous cultural factors, such as nationality, ethnicity, race, gender, and religion, among others.

What culture means essay?

In cultural identity, belonging to a certain group is defined by identification with or sense of belonging to that group based on different cultural factors, such as nationality, ethnicity, race, gender, and religion, to name a few.

How do you describe your culture? – Culture Panel Discussion clip 3

How to respond to the question, “What is your culture?” example of a describe your culture essay a description of your culture explain your culture in two phrases using the following words: describe your culture in two sentences What does your cultural background mean? Give an account of your own culture and a comparison with the cultures of others define the culture of your firm in three to five words See more entries in the FAQ category.

How would you describe your culture?

Passive aggressive actions, gossip, a lack of transparency, raging egos, and excessive expectations are certainly not the types of cultures that any of us are looking to build in our lives. But many of us have encountered at least one of them, if not all, of these at some point in our professional lives. Consider the following questions:

  • What are three terms or phrases that best reflect the culture of your team
  • What are three terms or phrases that best reflect the culture of your organization
  • Are those the same words, or are they different? And the reason behind this

The tone and culture of a business are often created by the executives at the top. Employee engagement and how employees feel about their jobs are frequently defined by their immediate reports. These people’ internal worries can be seeded in their behaviors and taint the team or the whole company culture if they are restless, insecure, or eager to establish their value. The beginning of culture is inside. Consider the following questions:

  • How much confidence do I have in myself and my decisions? Do I live in fear rather than abundance? Do I empower or degrade others? Do I feel the need to be right?

Many of us must perform the internal work necessary to progress from the position of boss to that of leader. People are empowered by leaders, who create an atmosphere that inspires others to stretch by providing support, constructive feedback, and redirection, as well as the ability to refocus when necessary. Project expectations are evaluated by project managers in order to maximize effect. Bosses are primarily concerned with themselves, their reputation, and their professional trajectory. They lead by fear and threats, frequently overcommitting their staff to a large number of tasks out of concern that others would judge them as being unworthy of their positions.

There are ten actions you may take to move from being a boss to being a leader in your organization.

  1. Consider the consequences of your actions. What you say, how you respond, and how you believe you make people feel are all important considerations. Obtain feedback. When it comes to aligning their efforts with their desired goals, leaders want both positive and negative feedback. Examine your internal monologue. The way you talk to yourself has a significant impact on how you respond to others. Make use of mindfulness techniques. Be mindful of your ego and how and when it manifests itself
  2. Be forthright with yourself. What fears and anxieties do you have that you let get the better of you? What is it that motivates you
  3. Look for persons who are inspirational. Podcasts, books, and videos may all be excellent sources of inspiration and strategy. Every day should be different. You are not required to take enormous jumps. It is possible to make little changes to your replies, queries, or remarks and have a significant influence
  4. Take some time off. Allow your mind to rest, and experiment with different activities to shift your energy and create space. Continue to put in the effort. Despite the fact that our egos tell us differently, we are here to inspire, encourage, and empower one another. Keep an eye out for subtle alterations. Be mindful of how people react while we are in their presence

It takes effort to cultivate a good culture. Some individuals are naturally good at empowering others, but the majority of people must first learn to believe in themselves before they can encourage others. Spend some alone time getting to know yourself better and figuring out how your ideas and self-talk influence your actions and your belief in other people. You are deserving of it, and your culture will reap the benefits. JJ DiGeronimo is the President of the Tech Savvy Women organization.

Describe Your Company Culture in Five Words: Can You?

Each and every blog post Recruiterbox has published an article about company culture. What would you say if you were asked to define the culture of your firm in five words? Possibly your company’s culture is so well-defined that you could rattle them off without a second’s thought. The culture of a corporation, on the other hand, is more often than not indicated rather than officially established. A strong corporate culture may lead to enhanced employee communication, cooperation, wellbeing, and performance.

  1. If your firm falls into the “implied culture” category, you’ll most likely be able to come up with two or three descriptors right away before pausing to think of two appealing–yet accurate!–terms to describe your company’s culture.
  2. Let’s get down to business.
  3. All of those adjectives are overused cliches, and two of them–ambitious and driven–are redundant with one another.
  4. But what else is there?
  5. What distinguishes your company’s culture from others?

Fun and Weird

The footwear retailerZapposis well-known for its dedication to customer service, so it’s not surprise that it ranks first among its basic principles. In addition to optimistic, enthusiastic, and progress, there are a number of other predicted words on the list. The adjectives that distinguish Zappos are “funny and strange.” And before you raise an eyebrow, consider the following information: Having a nice time is beneficial to business. Employees who are having a good time at work are more likely to be engaged in their jobs.

You might be interested:  Which Of The Following Is Not True Of A Collectivist Culture

Everyone is strange in their own way, and repressing one’s own individuality is never a pleasant experience.

Having this sort of culture undoubtedly aids the firm in both retaining its current employees and attracting the outspoken individuals who have helped it grow into the retailing behemoth that it is today.


While many businesses preach about openness, just a few, such as social sharing toolBuffer, have really embraced it. How many firms make all of their employees’ wages available to the public? How many companies offer unrestricted access to every business email account? How many of them provide a detailed breakdown of the expenditures that their price covers on their website? Buffer accomplishes everything of the above, and more. As a result of this open and honest culture, employees have a strong sense of confidence in their employer.

And there are no nasty shocks to worry about.


Adobe has played a significant role in the transformation of the media environment, therefore it should come as no surprise that being inventive is among its basic principles. The term involved, on the other hand, is the one that we find most fascinating about their culture. It’s a word that works on numerous levels, acknowledging both the desire of employees to contribute at work and their pursuit of personal interests outside of the workplace. The technology corporation provides a wealth of on-the-job learning opportunities and training programs to its employees.

In a world where the boundaries between business and personal life are becoming increasingly blurred, Adobe’s holistic approach is not only welcome, but also necessary.


It’s only logical to link your company’s culture to its products, and that’s exactly whatAirbnbdoes by include “adventure” among its core principles. A healthy sense of adventure is required not just to go to a new city in a foreign nation but also to stay off the usual path in a residential area without the benefit of a concierge, which is exactly what millions of Airbnb customers do. With the same sense of uncertainty and wonder that its customers have, Airbnb has swiftly risen to become one of the world’s most popular travel sites in just a few years.


The ability to empathize is something we aim for at Recruiterbox. Our support crew is critical to the success of our company, and they will be unable to be effective if they are unable to put themselves in the shoes of our consumers. Our developers must be aware of how consumers interact with our software in order to innovate and improve the overall experience. We find that our managers are most effective when they are sensitive to the issues, difficulties, and preferences of their teams. Because empathy is so important to our company, it’s one of the characteristics we look for when interviewing potential new employees.

That they are real and ambitious – that they truly represent who you are and where you want to go – is the most essential thing.

Companies are based on people, not things, and no one is more suited to embody and build your firm than your own team of professionals.

Trakstar Hire is widely regarded as the best user-friendly recruiting software available on the market. In order to take your recruitment and hiring to the next level, schedule a Trakstar Hire demonstration right away.

34 Words Describing Company Culture

  1. Finding a Job
  2. Career Guide
  3. 34 Words to Describe Company Culture
  4. 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:

1. Connected

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

2. Casual

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.

3. Fun

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.

4. Collaborative

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.

5. Transparent

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.

6. Nutruting

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.

6. Happy

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

7. Progressive

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.

8. Autonomous

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.

9. Motivating

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.

10. Inclusive

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.

11. Challenging

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.

12. Relaxed

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.

13. Empathetic

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.

14. Rewarding

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.

15. Engaging

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.

16. Curious

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.

17. Respectful

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.

18. Trusting

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.

19. Welcoming

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.

20. Nimble

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.

21. Fast-paced

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.

22. Positive

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.

23. Family

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.

24. Integrity

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.

25. Toxic

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.

26. Outdated

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.

27. Boring

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.

28. Biased

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.

29. Siloed

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.

30. Hostile

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.

31. Stressful

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.

32. Disengaged

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.

33. Micromanaged

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.

34. Unsupportive

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.

Leave a Comment

Your email address will not be published. Required fields are marked *