Workplace Culture: How to Build a Positive One

Workplace culture is the shared beliefs, values, and attitudes that guide how people act inside an organization. You see it in how employees treat each other and customers. You also see it in how they get tasks done day to day.

This article breaks down what workplace culture is, the six common types, and how you can build a positive one on purpose. It’s written for managers, business owners, and executives who want a stronger team environment.

Culture affects the bottom line more than most people realize. In 2025, only 21% of employees worldwide reported feeling engaged at work, and Gallup estimates disengagement costs the global economy $438 billion a year in lost productivity. A strong culture is one of the clearest ways to change that number inside your own organization.

The Ins and Outs of a Workplace Culture

One notable fact about workplace culture is that it can form on its own or by design. You and your employees can build a culture without ever planning it. Or you can shape it deliberately, into what you want it to be.

This section covers the basics of workplace culture. It also covers how to build a positive one in your organization.

How to Create a Good Culture in the Workplace

Many organizations let their culture form without any planning. Cultures that form this way rarely reflect the company’s real values, mission, or vision.

An unplanned culture is also easy to disrupt, and it can vary from department to department. For example, a supply chain team might develop a culture where employees work long hours, even on off-days.

This pattern often comes from how that department’s manager runs things. An IT team, by contrast, might build a culture of open problem-solving and brainstorming. When a manager or employees leave either department, a new, unplanned culture can form around whoever joins next.

Your goal should be to intentionally build one workplace culture that runs through your entire organization. So how do you do it? In most cases, workplace culture starts at the top.

The values and beliefs held by founders, executives, and upper management tend to flow down to middle management and other employees. Here is how to build a positive workplace culture:

1. Figure Out the Current Workplace Culture

Before you build a new culture, figure out what culture already exists in your organization. Start with an open discussion with staff members in every department. Ask what they like about the organization and what they think needs to change.

Invite them to describe how they solve conflicts and get tasks done within their teams.

You can also learn about your culture by observing how employees interact. Watch small details, like what they do on breaks, how they dress, and when they arrive and leave.

Notice how they communicate, both informally and in meetings. Whatever you find, acknowledge it, then use it to guide how you build or adjust the culture.

2. Define Your Ideal Culture

What culture do you want your business to have? Answering this question is your next step. Start by writing down your company’s core values, since they are the foundation everything else builds on.

For example, say one of your core values is open-mindedness. You might then aim for a culture where everyone shares ideas and feedback without hesitation.

There is no single culture that works for every organization. What works for your company may not work for another. Define your own version, then share it with your team.

3. Communicate the Workplace Culture

Once you’ve defined your ideal culture, share it with your staff. Hold a meeting where you reintroduce your core values and connect them directly to culture. Explain why culture matters, and set clear expectations for what employees need to do to live up to it.

Communication is only the first step. You also need to lead by example and build the culture into your organization’s everyday processes.

4. Thread Your Culture Into Your Processes

Line up your culture with your business policies and systems. Build it into onboarding, the work environment, and everything else you do. Weave it into training, communication, and how employees interact with each other.

For example, start hiring for culture fit, not just skill. When you interview a candidate, look past the resume. Ask whether their values and personality match your workplace culture.

5. Set Goals and Metrics

Once you introduce a new culture, help your staff build it into their day-to-day work. Set goals and expectations, some personal, some departmental, some organization-wide.

For example, if you want a culture of growth and development, challenge staff to take online courses that build their skills. You could also have each department run training on topics tied to their field.

The goal isn’t to punish employees who fall short. It’s to encourage them to embrace the culture. Track how your team is doing, and keep motivating them along the way.

6. Reward Culture Champions

Motivate employees to embrace your culture by recognizing and rewarding the people who live it. Recognition builds engagement and encourages others to follow their example.

Use this time to get feedback from your team about any challenges they’ve run into. Make the process simple and straightforward by providing the support and tools they need.

Building a workplace culture isn’t a one-time project. It’s an ongoing effort that takes time, training, and commitment. It may take real effort, and you may run into resistance at first.

Over time, though, your employees will adopt it more naturally. Keep the lines of communication open, so staff can come to you whenever they’re unsure if something aligns with the culture.

What Are the Six Types of Culture?

Every organization has its own version of workplace culture. Most, though, fall into one of six common categories. Here they are.

1. Hierarchy Culture

Hierarchy culture is one of the oldest and most traditional forms of workplace culture. It runs on a clear organizational structure, where everyone has defined roles and responsibilities. Authority flows from upper management down through supervisors to other employees.

This culture type isn’t ideal for creativity and innovation, since bureaucracy can block the flow of ideas and information. You’ll often find it in high-risk industries, such as government and health care.

2. Adhocracy Culture

Adhocracy is built for companies that value growth and innovation. It gives staff room to take risks and create new products and processes. Communication stays open, and employees are encouraged to challenge the status quo.

Tesla is a commonly cited example, with its flat structure and fast-moving, risk-tolerant approach to problem-solving. You’ll also find this type in many startups. One downside: the pace can make it hard to stay focused on a single task or project.

3. Market-Driven Culture

A market-driven culture puts the focus on market growth and results. It tends to reward hard work, competitiveness, and hitting targets. Amazon is a commonly cited example of this culture type.

A market-driven culture pushes employees to innovate and outpace the competition. The tradeoff is that people in this environment are more prone to stress and burnout.

4. Clan Culture

Clan culture focuses on building a supportive environment where employees feel like family. It puts people first, and you’ll find it most often in family-owned businesses and small companies.

Unlike hierarchy culture, clan culture leans into equality and openness. Employees in this environment tend to be loyal, collaborative, and connected to the group. The downside is that employees can become complacent or lose motivation over time.

5. Customer-Focused Culture

In a customer-focused culture, the customer comes first. Companies with this type of culture give employees the tools and training to deliver strong service. Staff are also given autonomy to resolve customer issues on their own.

Southwest Airlines and Whole Foods are frequently cited examples, both known for putting employee and customer experience at the center of how they operate.

6. Purpose-Driven Culture

Purpose-driven culture grows out of having a clear reason for existing beyond profit. Companies with this culture tend to be community-focused and give back through charitable work. They tend to attract partners, customers, and employees who share that same purpose.

What Does a Positive Workplace Culture Look Like?

You can’t see workplace culture directly. It shows up in how people interact and behave day to day. Step back and observe your team, and here’s what you should expect to see in a positive culture:

High staff morale
Teamwork and collaboration
Open and good flow of communication
Good work-life balance
No tolerance for harassment, inequality, discrimination, and any form of disrespect
High employee satisfaction and retention
Employee appreciation and support
Positive attitude toward problem-solving and challenge tackling
Flexible work environment

What Are Examples of Work Culture?

Now that you know how culture works, here are a few real examples. These profiles show how different companies put culture into practice.

Quora

According to Quora’s own careers listings, the company operates as a fully remote company, with optional co-working spaces in Mountain View, Vancouver, and Seoul for employees who want them.

Its culture centers on transparency, idea-sharing, and experimentation. Employees describe a collaborative, flexible team that encourages mutual learning and gives people room to work on the areas they find most compelling.

Zoom Video Communications

Zoom puts employee happiness near the center of its culture. The company runs a volunteer group called the Happiness Crew at each office location.

This group organizes events, celebrations, and volunteer opportunities to help maintain the culture and connect employees with each other and their communities.

Chevron

Chevron’s culture is built around a set of values it calls “The Chevron Way,” which centers on protecting people and the environment. The company maintains a strong safety culture, empowering every employee to stop work if they spot an unsafe condition.

Chevron also promotes resources for health, wellbeing, and work-life balance across its workforce.

What Is Toxic Workplace Culture?

What does a toxic workplace culture look like? It shows up as employee unhappiness, ongoing conflict, and low morale. Toxic culture also carries a real cost: McKinsey research found it’s more than 10 times more predictive of employee turnover than pay.

Here are other signs of a toxic culture to watch for:

Fear of management
Low employee retention
Lack of communication
High employee stress and burnout
Negative attitude towards work
Low motivation and productivity
Poor leadership

What Words Describe the Culture at Work?

Here are some common words people use to describe workplace culture:

Nurturing
Innovative
Inclusive
Collaborative
Customer-centric
Performance-based
Supportive
Equal opportunity
Wellness
Fun
Hard work
Honesty
Integrity
Creative

Key Points and Facts About Workplace Culture

Workplace culture is the shared beliefs, values, and attitudes employees carry into their daily work.
Culture can form on its own or be built with intention. Intentional cultures tend to hold up better over time.
Most workplace cultures fall into one of six types: hierarchy, adhocracy, market-driven, clan, customer-focused, or purpose-driven.
Only 21% of employees worldwide reported feeling engaged at work in 2025, according to Gallup’s State of the Global Workplace report.
Toxic workplace culture is more than 10 times more predictive of employee turnover than pay, according to McKinsey research.
A positive culture shows up in morale, communication, retention, and how flexible the work environment feels.

Checklist for Building a Positive Workplace Culture

Assess your starting point
- Talk with employees across departments
- Observe daily behavior and communication patterns
Define your target culture
- List your core values
- Describe the culture you want in specific terms
Communicate the culture
- Hold a meeting to introduce it
- Set clear expectations for employees
Build it into daily operations
- Update onboarding and training materials
- Hire for culture fit as well as skill
Track and reinforce
- Set goals tied to the culture
- Recognize employees who represent it best

FAQ: Workplace Culture
What is workplace culture?

Workplace culture is the shared beliefs, values, and attitudes that shape how employees treat each other, serve customers, and get work done.

Can workplace culture change over time?

Yes. Culture shifts as leadership, staff, and company priorities change, which is why it needs ongoing attention rather than a one-time fix.

What are the six types of workplace culture?

The six common types are hierarchy, adhocracy, market-driven, clan, customer-focused, and purpose-driven culture.

How do I know if my workplace culture is toxic?

Common signs include high staff turnover, poor communication, low morale, and employees who seem disengaged or fearful of management.

Who is responsible for shaping workplace culture?

Culture usually starts at the top, with founders and executives, then flows down through managers to the rest of the organization. But every employee helps shape it day to day.

Conclusion

Workplace culture is the shared beliefs, values, and attitudes that run through an organization. Build it with intention, rather than letting it form by accident.

Start by identifying your current culture. Then shape it into the version that fits your organization.

No single culture works for everyone. Most organizations land somewhere among the six common types, including adhocracy, clan, and customer-focused culture. A positive culture shows up in high morale and strong retention. A toxic one shows up in poor communication and high turnover.

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