{"id":25416,"date":"2023-07-05T02:00:00","date_gmt":"2023-07-05T02:00:00","guid":{"rendered":"https:\/\/www.talogy.com\/the-culture-checklist-do-you-work-in-a-good-organisational-culture\/"},"modified":"2025-09-19T08:48:11","modified_gmt":"2025-09-19T08:48:11","slug":"the-culture-checklist-do-you-work-in-a-good-organisational-culture","status":"publish","type":"post","link":"https:\/\/talogy.com\/en-gb\/blog\/the-culture-checklist-do-you-work-in-a-good-organisational-culture\/","title":{"rendered":"The culture checklist: Do you work in a good organisational culture?"},"content":{"rendered":"\n

The word \u2018culture\u2019 is tossed around so frequently in workplaces that it\u2019s developed countless definitions, interpretations, and stigmas. Some view it as an unnecessary endeavour (\u201cA paycheck should be enough.\u201d), others have misguided understandings of it and try to perfectly copy another company\u2019s culture, and many others consider it so vague and enigmatic they simply don\u2019t know where to start. <\/p>\n\n\n\n

Organisational culture, stripped down to its most basic elements, refers to the general internal atmosphere cultivated by a company and it is often driven by their corporate mission and values. This can encompass details such as how they treat their employees and where they focus efforts for development and is often reflected in their policies and procedures. Because every organisation is different \u2013 embracing different values and beliefs \u2013 very rarely will two companies share identical cultures. Since every company has a different culture<\/a>, it can be hard to tell if the company you work for has a good one. <\/p>\n\n\n\n

Below is a checklist that will help you determine if your company has a good culture, or not.<\/p>\n\n\n\n

Do you feel that you have a voice?<\/h2>\n\n\n\n

\nGenerally, companies with highly rated cultures give their employees the opportunity to speak their mind regardless of rank or level. Whether it\u2019s getting their feedback for a new policy or allowing them to voice concerns on a matter, providing a platform for employees to speak openly gives them more control and helps effectively guide company policy.\n<\/p>\n\n\n\n

Do you have autonomy in your position?<\/h2>\n\n\n\n

\nNot all jobs lend themselves to independence, but the majority of positions across industries allow for at least some level of autonomous decision making. Are you trusted to make the right call when questions or problems come up? Companies that encourage supervisors to empower their employees to make decisions in their roles see increased morale and productivity as a by-product of their commitment to good culture.\n<\/p>\n\n\n\n

Is company communication clear and transparent?<\/h2>\n\n\n\n

Companies dedicated to building a good culture make a point of communicating all decisions<\/a> in a manner that is easily understood and as transparent as possible. This shows that they care about their employees enough to thoroughly explain their rationale and reasoning behind a decision and not just keep people in the dark who may not \u2018need to know.\u2019<\/p>\n\n\n\n

Are you and your fellow employees valued?<\/h2>\n\n\n\n

Some companies go above and beyond with employee appreciation<\/a>, like Google\u2019s free food and \u2018bring your dog to work\u2019 policy, but an organisation doesn\u2019t need to break the bank to show their employees they care about them. Fringe benefits like offering flex time, remote work options, and employee discounts. The value isn\u2019t necessarily in what the company offers, just the fact that they\u2019re offering something can show they care.<\/p>\n\n\n\n

Are policies uniformly enforced?<\/h2>\n\n\n\n

\nCompanies that pass down decisions or mandates and then only selectively reinforce them send the message that their employees are not all equal. When an individual in a leadership position doesn\u2019t follow the rules, a company committed to promoting a good culture will intervene to show that no special treatment is allowed; everyone is in this together and has to abide by the same guidelines.\n<\/p>\n\n\n\n

Do leaders practice what they preach?<\/h2>\n\n\n\n

\nIn a similar vein, poor organisational cultures often play host to hypocritical or insincere leadership. If an individual in a position of power is encouraging or requiring their employees to adhere to a certain process or rule, they set the tone for the situation when they either act as a role model by making a point to do so themselves or set a bad example by ignoring their own advice. Good culture fosters behaviour similar to the former.\n<\/p>\n\n\n\n

Is learning and development encouraged?<\/h2>\n\n\n\n

Companies with a good culture recognise their employees as their most valuable asset, and as such devote resources to promoting opportunities for the development of that asset. Encouraging employees to expand their knowledge and skills<\/a> in work-related areas displays a commitment to and appreciation for the contributions of their employees.<\/p>\n\n\n\n

Is the organisation adaptable?<\/h2>\n\n\n\n

This last item may be the most important. If a company makes a decision or tests out a new policy, they need to be prepared to deal with the results of that action. Nobody is perfect \u2013 senior leadership in an organisation being no exception \u2013 and when the decision makers of a company refuse to acknowledge mistakes and investigate alternative solutions, they\u2019re only shooting themselves in the foot. Staying open to the possibility that they might be wrong demonstrates humility, which can help you, as the employee, relate to them. Being flexible and adaptable to changing circumstances is what keeps industry leaders at the forefront, those that are bull-headed and stubborn are destined to falter and fade away given enough time. <\/p>\n\n\n\n

This checklist contains some of the more obvious ways to determine if the company you work for maintains a good culture. It doesn\u2019t include all potential signs, and understanding that there are different ways to promote a high level of organisational culture means that some of the methods may not be on this list. Take the time to be extra observant of the policies and practices around you. You may notice that there is some opportunity to improve the culture and make your job more enjoyable for yourself and others.<\/p>\n\n\n\n

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Empowering leaders to drive future-proof culture change<\/h2>\n\n\n\n

Are your managers leading the way to positive culture change?<\/h3>\n\n\n\n

Realizing organizational culture change is no easy task, but it\u2019s essential for organizations that need to embrace more future-proof attitudes and values. <\/p>\n\n\n\n

Changing your culture involves changing the hearts and minds of your people. Leaders can play a powerful role in informing, inspiring, and enabling their employees to contribute to positive change. <\/p>\n\n\n\n

In our eBook, we answer questions like: <\/p>\n\n\n\n