Workplace culture is the culmination of employee engagement, management interaction, public perception, and the success of your bottom line. It can be defined by how your employees communicate with each other, how collaborative your environments are, and what benefits you provide. It can be defined by industry, by region, and by age and stage of the company.
It can also be defined by music. Well, at least in part.
We’ve assembled a list of five of the most prevalent workplace culture types to help local companies find themselves. After all, being aware of the pros and cons of company culture can help with recruitment, adaptability, and staying power.
The Team First Workplace Culture: We Are Family by Sister Sledge
Team-first companies would rather hire for personality fit, believing that skills and experience are best demonstrated in an environment when everybody can work together seamlessly. Employee satisfaction is a top priority in this environment, which often involves several team events, open forums, and flexible work schedules to accommodate personal commitments. Collaboration spans departments, and workplace gatherings are often fully attended, even after hours.
Team-first companies are often customer-first companies as well; they’ve adopted the model on the belief that happy employees make for happy customers. They also believe in individual empowerment and self-expression and often give employees the freedom to dress and decorate their offices as they see fit.
The Cream of the Crop Culture: We Are The Champions by Queen
Cultures in this category are sometimes called “elite” workplace cultures. They strive to be worthy trendsetters, hiring only the best, brightest, and boldest. This environment is both innovative and highly competitive, and the employees within it must be capable, confident and courageous.
Elite company cultures often do not work with the end consumer; rather they often set to do business with other businesses who could benefit from their ever-relevant services and products. Employees are expected to work long hours, but they often enjoy the workload as life on the cutting edge appeals to their sense of notoriety and adventure. As a whole, they aren’t afraid to challenge or be challenged, and they look to be rewarded on several levels when their next big thing takes off.
Rise and Shine Culture: We’ve Only Just Begun by the Carpenters
Rise and Shine cultures refer to those with a start-up mindset, which involves a horizontal organizational structure and a collaborative, everyone-in mindset. Horizontal structures reduce the value of titles and increase the value of merit and employee input.
This type of workplace culture is often customer-service driven, whether their customer is an end-consumer or another company, and they do what it takes to keep morale and business reviews high. The challenge of a horizontal structure is, in fact, maintaining a structure; it must be clear what everyone is responsible for and how they are pulling their weight. That being said, horizontal structures are ideal for smaller companies focused on doing a singular product or service exceptionally well. And being willing to brew their own coffee.
The Conventional/Traditionalist Cultural: 9 to 5 by Dolly Parton
This one hardly needs defining as it makes up the majority of companies in the Midwest and around the country. Traditional workplace culture is defined by clear organizational charts and command chains. You can typically tell a traditional culture by its collared shirts and closed-toe shoes and the importance it places on its bottom-line versus its customers.
This isn’t to say that the conventional workplace culture is bad; the majority of employees in Iowa, Nebraska, and South Dakota clock into one every day. Employees can typically expect competitive benefits, standard work hours, job security, and upward growth, as long as they follow the rules and stay within their departments. Given the steam gained by other workplace cultures, traditional companies have started to rethink how they communicate, reward, and assemble their teams; all of which goes to show that many companies aren’t all one or the other, but rather a unique mix of one or more cultures.
The Transitional Workplace Culture: A Change Would Do You Good by Sheryl Crow
As you can expect, the transitional work culture is one of change. Usually created as a result of mergers, sales, or acquisitions, the transitional workplace culture is merely a state of being while the office figures out how it will communicate, socialize, and collaborate from a point forward.
All this is to say that an occasional shake-up like this can be immeasurably good for a company that keeps getting in its own way in terms of its growth. By testing and adopting different workplace values, a company can create a culture based on the team it has it place, rather than forcing its team into established functions that don’t serve it. Transitional cultures are best managed through open communication and constant feedback to avoid losing the best employees to fear and uncertainty.