What Is Corporate Culture? Types, Examples, and How to Improve It

Corporate culture can be hard to describe, but you usually know it the moment you feel it. Every workplace has its own personality—some energize you the second you walk in, while others make you wonder how fast you can walk out. That mix of habits, values, behaviors, and everyday interactions is what shapes your company’s culture.

And whether you’re leading a team, supporting employees, or seeking ways to make work more enjoyable, understanding your corporate culture is essential. It influences communication, morale, performance, and the overall experience people have when they show up each day.

What is corporate culture?

Corporate culture is the collection of shared values, beliefs, behaviors, and everyday habits that shape how people work together in an organization. It influences how decisions are made, how communication flows, how people treat each other, and what it feels like to be part of the team.

At its core, corporate culture is about “how things get done around here” — the unwritten rules, the norms people notice before they ever read a handbook. Even if you’ve never formally defined it, your workplace already has a culture. You sense it when you walk through the door, when people greet you, when meetings start, when decisions happen or don’t happen.

To understand culture more tangibly, think of it through six connected elements:

1. Vision: The organization’s goals, aspirations, and the long-term direction everyone is aimed toward.
2. Values: The guiding beliefs and principles that inform how people behave, make decisions and treat others.
3. Practices: The routines, processes, and rituals people engage in day to day (from meetings to performance reviews to how people ask for help).
4. People: The individuals who live the culture: their behaviours, their interactions, their attitudes,  and the mix of personalities.
5. Narrative: The stories you hear: how success is celebrated, how failure is handled, what employees talk about when leadership isn’t in the room.
6. Place: The physical or virtual space you work in, including how it feels, how connected people are, and what the environment says about priorities.

When all six elements align, the culture becomes powerful and self-reinforcing. When they don’t align, gaps emerge: people say one thing, do another; the values posted on the wall feel empty; day-to-day practices work against the vision. That misalignment is where culture problems begin.

The good news is that culture isn’t fixed. Once you understand those elements, you can target them intentionally—adjust the practices, clarify the narrative, bring in people who reflect the values, even evolve your vision. And when you do, you’ll see meaningful shifts: better collaboration, stronger trust, more consistent decision-making, and an environment where people feel engaged, supported, and connected.

te culture, what it is, and why it’s important. For now, let’s take a look at the key elements of corporate culture.

Elements of corporate culture

Countless elements shape corporate culture. You could list them all day, but focusing on a few of the most important ones helps you understand what actually drives the employee experience. These core elements influence everything from how people make decisions to how they show up for each other at work.

Core values and organizational goals being in alignment

A strong corporate culture starts with alignment. When your core values align with your organizational goals, everything you do as a company moves in the same direction. Employees know not only what the goals are, but why they matter and how their work contributes.

Your core values are the guiding principles that define how your organization behaves. They tend to be big-picture ideas—honesty, curiosity, sustainability, inclusivity, or a commitment to customers. These values influence every level of the business, whether you’re hiring, creating policies, or navigating tough decisions.

Organizational goals are more specific. They’re the strategic targets you set to create a measurable outcome, like increasing sales by a certain percentage or improving customer satisfaction scores. When your core values reinforce those goals, your culture becomes the framework that helps employees understand the purpose behind their work.

Norms and behaviors influencing day-to-day operations

Your daily culture is shaped by what people actually do at work—not just the values posted on your website. Norms and behaviors influence how employees communicate, collaborate, and respond to challenges. A positive corporate culture encourages behaviors that build trust and confidence, while a negative one can quietly undermine performance.

Social norms carry surprising power. Humans are wired to fit in, so even subtle expectations can spread quickly. If the norm is showing up late, people will show up late. If the norm is helping teammates who are stuck, people will step in without hesitating. These small, everyday behaviors add up to a culture people either want to be part of—or can’t wait to leave behind.

Building healthier norms isn’t complicated. If you want people to ask for help sooner, call attention to that behavior and model it. If you want meetings where everyone feels heard, reinforce the norm of not interrupting. These shifts may feel minor, but over time, they create a workplace where people feel supported and able to do their best work.

Transparent and effective communication

Transparent communication is the backbone of a healthy corporate culture. When people can share concerns, ideas, challenges, and questions openly, the entire organization becomes more resilient. Employees feel connected to one another and to the business, and leaders get clearer insight into what their teams actually need.

Being able to communicate freely—without fear of frustration or judgment—strengthens trust. It also encourages problem-solving, collaboration, and innovation. When communication flows openly from leadership down and from employees up, you build a culture where people feel respected and safe contributing their thoughts.

This aligns closely with Kim Crowder’s advice from her interview on the TeamBonding podcast. As she puts it:

“Your team members may have already been telling you what’s going on in the workplace, but you just haven’t been listening.”

 — Kim Crowder, Corporate Culture Killers podcast 

Bringing more transparency into everyday communication isn’t just a “nice to have.” It’s one of the most effective ways to improve your corporate culture.

Leaders who lead by example

Finally, leaders play a huge role in shaping corporate culture. People look to leadership to understand what behaviors are acceptable, what matters most, and how they should navigate challenges. If leaders model the culture they want to create, employees are far more likely to follow.

Leading by example often comes down to small, repeatable actions. If you want more open communication, demonstrate it in your conversations with employees. If you want teams to support one another, show that you prioritize helping others, too. When leaders’ behaviors match their expectations, the culture feels consistent and authentic.

A positive culture grows when leaders embody the values they talk about. Over time, that consistency builds trust—and trust is one of the strongest foundations any corporate culture can have.

Why is corporate culture important?

So why is corporate culture important, anyway? A healthy culture can have a positive impact on nearly every part of your organization. It supports productivity, encourages innovation, and helps your team stay focused and engaged instead of burned out or checked out.

One of the biggest impacts is on turnover and retention. According to MIT, toxic culture was a major reason people quit their jobs in 2021. In the post-COVID era, employees put even more value on a positive work environment, and they’re willing to leave when the culture feels negative or harmful. A strong, supportive corporate culture does the opposite: it helps you attract great people and keep them.

Corporate culture also shapes motivation and satisfaction. People want to feel like their work matters. When employees understand how they fit into the bigger picture, and when the environment supports them, they’re more likely to feel proud of what they do. That sense of meaning boosts motivation, performance, and overall happiness at work.

Your culture also influences your brand image. A toxic or unhealthy culture rarely stays inside the building. It shows up in reviews, social media, and public perception, which can hurt sales and damage trust. As Kim Crowder explains, the connection is direct:

“I’m always thinking, how does the internal directly connect with the external, right? Our external audiences, people don’t usually see that through line. Your internal work environment directly impacts the way that you’re able to connect with customers, the way that you’re…able to build products and that innovation.”

 — Kim Crowder, Corporate Culture Killers podcast 

A positive corporate culture, on the other hand, can become one of your biggest brand strengths. When employees feel valued and supported, customers notice the difference in how they’re treated and how consistently the organization shows up.

Corporate culture examples

To put all of this into perspective, it helps to look at real corporate culture examples—one where culture has caused problems, and one where it’s been a key advantage.

Uber

Uber is often cited as an example of poor company culture. For years, they’ve garnered criticism for failing to prioritize the mental, physical, and financial well-being of their drivers. The environment has been described as demanding and insensitive, with a focus on working as much as possible rather than setting healthy boundaries.

Unsurprisingly, that culture has created problems. Many people refuse to work for Uber, and many who do eventually leave because of how Uber treats them. The company’s public image has also suffered due to its reputation and the widely reported harassment and discrimination allegations. Their culture has even led to financial and legal challenges. It’s a clear picture of how harmful culture can be.

Google

By contrast, Google is known for having a positive work culture. They’re famous for fun perks like sleeping pods, free food, and games, but their culture goes deeper than those surface-level benefits. Google has a clear mission, strong values, and a focus on innovation and collaboration.

Employees often see their work as meaningful and impactful, and they understand how their roles support the company’s goals. The result is a motivated, ambitious workforce that wants to help each other and push toward shared objectives. Google’s culture shows how a well-defined, people-focused environment can fuel long-term success.

Team building activities for corporate culture

Before wrapping up, it’s worth considering how team building can actively foster a stronger corporate culture. Team building gives employees space to connect, communicate, and practice working together in ways that carry back into their daily roles.

Charity and corporate social responsibility (CSR) team building activities are a powerful option. They help teams rally around shared values and a meaningful cause that aligns with your business, reinforcing the kind of culture you want to build.

If you’re looking for something more playful, an event like the Mystery Bus can be a great fit. Your team travels together, completes surprise activities, and practices communication and problem-solving—while having fun and building genuine relationships along the way.

Sustaining employee happiness

Corporate culture is a key part of any successful organization. When your culture is healthy, employees feel more motivated, more connected, and more prepared to help you reach your goals.

If you’re ready to start improving your corporate culture, TeamBonding can help. Our team building events are designed to strengthen relationships, improve communication, and create the kind of workplace where people actually want to show up. Reach out to us today to start building a culture your team will be proud of.