Guide to Developing Strong Company Tenets for Success

Establishing strong company tenets is crucial for long-term success in today's dynamic business environment. 

These foundational principles encapsulate the core values, culture, and mission that shape your organization's identity and guide its decision-making processes. Whether you're a startup building your brand or a well-established enterprise refining your strategy, having well-defined tenets ensures alignment, fosters clarity, and positions your company to attract and retain top talent.

This guide delves into the strategies and best practices for developing tenets that align with your brand's voice and resonate deeply with your target audience. From identifying your core values, crafting an inspiring mission statement, and cultivating a unique company culture, we'll cover the steps needed to differentiate your organization in a competitive marketplace. With actionable insights, you'll learn how to ensure your tenets reflect your brand's personality and serve as a blueprint for achieving your organizational goals.

At its heart, company culture is the driving force behind any successful business. It's more than just a set of values—it encompasses how teams work together, interact, and align with your organization's mission. A strong company culture can boost morale, increase productivity, enhance employee retention, and attract top talent. It's the backbone of innovation, collaboration, and long-term success.

But what makes a great company culture? 

It starts with prioritizing employee satisfaction, fostering organizational alignment, and promoting engagement at every level. 

Also In this blog post, we'll examine what defines a healthy, thriving culture and provide practical steps to help you build one that empowers your employees and supports your business goals. Investing in your culture and tenets can create an environment where your team and your organization can truly flourish.

What is Company Culture?

At its essence, company culture represents the shared beliefs, values, behaviours, and practices that define how employees interact and collaborate within an organization. Think of it as the personality of your workplace, influencing everything from daily operations to long-term goals. A well-defined culture sets the tone for how employees feel about their work, engage with their colleagues, and align with the company's mission.

Despite some negative perceptions of work culture in the past, fostering a healthy and positive company culture has become one of the most potent assets for businesses. 

For example, during the "Great Resignation" in 2021, when over 47 million employees voluntarily left their jobs in the U.S. alone, surveys revealed that many people left due to toxic or unsupportive workplace cultures. Conversely, organizations with strong, supportive cultures saw higher employee retention and engagement. According to a study by Deloitte, 88% of employees and 94% of executives believe a distinct workplace culture is critical to business success, underlining its importance.

A robust company culture also acts as a magnet for talent. For instance, tech giant Google is renowned for its culture of innovation and employee-centric policies, offering flexible work options and fostering creativity. This reputation has made Google one of the most sought-after employers globally. Similarly, smaller businesses can leverage their unique cultures—emphasizing community impact or employee development—to attract and retain top talent.

Moreover tenet company,or company culture significantly impacts team building. Employees who feel valued and connected to their workplace are more likely to collaborate effectively and contribute positively to the organization. According to Gallup, teams that feel engaged due to a positive culture are 23% more productive and report 21% higher profitability. 

These statistics highlight the transformative power of cultivating a culture prioritizing mutual respect, shared goals, and employee well-being.

Why are tenets important?

 At Amazon, tenets serve as foundational principles that guide teams in making high-quality, fast-paced decisions. By establishing straightforward tenets for each team, Amazon empowers employees to act independently and make informed choices closer to the front lines, where the impact is most immediate. These tenets are not just guidelines but critical tools for fostering alignment and ensuring that decision-making is consistent with the company's overarching goals and values.

Unlike organizations that rely heavily on extensive policies and rigid playbooks, Amazon takes a different approach. The company recognizes that detailed rulebooks often need to account for the dynamic nature of real-world challenges. Instead, Amazon encourages employees to exercise high judgment in their day-to-day work, using team tenets as flexible guardrails to navigate complex scenarios. This approach enhances agility and reduces bottlenecks, enabling employees to take ownership of their decisions.

Statistics underline the effectiveness of this strategy. 

According to a study published by McKinsey, organizations that empower employees to make decisions report 25% faster strategy execution and a 30% improvement in team productivity. Amazon's approach to decision-making exemplifies these findings, demonstrating how well-defined tenets can accelerate progress without sacrificing quality.

For instance, instead of codifying every possible decision tree, Amazon uses tenets to establish clear priorities, such as customer obsession and operational excellence. These principles give teams the clarity and autonomy to innovate and adapt in a fast-moving environment. The result is a culture where employees feel trusted and empowered, driving better decisions and higher engagement and accountability.

By empowering employees with straightforward tenets rather than exhaustive policies, Amazon exemplifies how organizations can balance structure and flexibility, ensuring long-term success in a rapidly evolving business landscape.

What Are Company Core Values?

Examples of Company Core Values

What Does a Good Company Culture Look Like?

A good company culture creates a positive, inclusive, and engaging environment where employees feel valued, supported, and connected to the organization's mission and goals. 

It transcends surface-level perks, focusing instead on fostering a workplace where people are genuinely motivated to contribute, collaborate, and succeed. At the heart of a strong culture is a clear mission and core values that guide decisions and behaviours across all levels of the organization. For example, Patagonia's mission to "save our home planet" is embedded in every aspect of its operations, inspiring employees to align their efforts with its environmental and social objectives.

Open communication and transparency are crucial components of good company culture. 

Employees should feel empowered to share ideas, concerns, and feedback without hesitation, fostering trust and collaboration. Companies like HubSpot exemplify this with their open-door policies, encouraging dialogue and connection at all organizational levels. Similarly, a culture prioritizes employee engagement and recognition strengthens morale and productivity. Research by Gallup shows that organizations with highly engaged teams experience significantly higher profitability and reduced absenteeism, highlighting the tangible benefits of a supportive workplace.

Inclusivity and diversity are also hallmarks of a great culture. Organizations like Salesforce actively invest in equality programs and inclusive hiring practices, ensuring all employees feel respected and represented. Additionally, growth opportunities play a pivotal role. Employees thrive in environments that offer training, mentorship, and clear career progression, with studies revealing that 94% of employees are more likely to remain at companies that prioritize learning and development.

Finally, work-life balance and well-being are critical aspects of a strong culture. Companies like Microsoft, which provide flexible schedules, mental health resources, and wellness programs, demonstrate their commitment to employee satisfaction. 

These elements create a thriving workplace where employees feel empowered to innovate and excel when paired with collaborative teamwork and shared goals. Businesses with positive cultures consistently outperform their peers, driving higher revenue growth and solidifying their reputation as top employers. 

A strong company culture is not just an internal asset but a strategic advantage that drives long-term success.

Company Culture Challenges in 2024

As organizations adapt to evolving workplace trends in 2024, company culture remains a critical factor in driving success. However, maintaining a positive corporate culture in 2024 is no small feat, given the complexities of hybrid work, shifting employee expectations, and global economic uncertainties. 

Here, we explore key company culture challenges in 2024 and how businesses can overcome them while aligning with corporate culture 2024 and workplace trends 2024.

1. Hybrid Work and Employee Connection​ 

The rise of hybrid work models continues to challenge corporate culture. Employees split between remote and in-office setups often report feeling disconnected, which impacts collaboration and engagement. 

According to employee engagement trends 2024, fostering meaningful connections in a dispersed workforce has become a top priority. Companies like Zoom and Slack are enhancing virtual collaboration tools to mitigate this, yet the challenge remains in replicating the organic bonds formed in physical office spaces.

2. Meeting Rising Employee Expectations​ 

Employees are increasingly prioritizing workplaces that align with their values, offer flexibility, and invest in their development. 

Surveys on how important is company culture to employees indicate that over 70% of workers in 2024 are more likely to remain at companies with strong, supportive cultures. Businesses that fail to adapt risk higher turnover and reduced morale. 

This challenge is amplified by a demand for personalization in employee experiences, which requires a nuanced approach to engagement strategies.

3. Balancing Diversity, Equity, and Inclusion (DEI)​ 

DEI initiatives are more important than ever in shaping corporate culture 2024, but ensuring meaningful progress remains a challenge. 

Organizations often struggle with tokenism or insufficient representation, leading to a disconnect between DEI goals and employee perceptions. Companies addressing this issue effectively, like those featured in culture articles 2024, are investing in transparency and accountability to build inclusive cultures.

4. Adapting to Economic Uncertainty​ 

Economic pressures and budget constraints pose significant business challenges 2024, especially for smaller companies. 

Leaders face the task of maintaining a strong workplace culture while managing layoffs, salary freezes, or limited resources. A prime example is in retail and hospitality industries, where businesses must balance cost-cutting measures with efforts to retain top talent and sustain employee morale.

5. Embracing Technology Without Losing the Human Touch​ 

As workplace trends 2024 highlight, the rise of AI and automation is reshaping how employees work. 

While technology boosts efficiency, it can inadvertently erode human connection and creativity if over-relied upon. For instance, replacing traditional team meetings with AI-driven platforms might save time but risks reducing interpersonal relationships critical to fostering teamwork and loyalty.

6. Reinforcing Organizational Identity​ 

In a dispersed and digital-first workforce, maintaining a cohesive organizational identity is increasingly difficult. 

Culture trends 2024 suggest that employees value alignment between their personal values and their company's mission. Companies like O.C. Tanner, known for analyzing culture trends 2024, emphasize the importance of storytelling, rituals, and recognition programs in preserving a sense of belonging.

Examples of Company Culture Challenges in 2024

• Tech Industry: Balancing rapid innovation with employee well-being in high-pressure environments.
• Healthcare: Retaining talent amidst burnout and increasing demands for mental health support.
• Retail: Creating engaging cultures for frontline workers in high-turnover roles.

Looking Ahead: Solutions for 2024

To address these company culture challenges in 2024, organizations must focus on adaptability and proactive strategies:

• Invest in tools and platforms that enhance virtual and in-person engagement.
• Prioritize clear, authentic communication around DEI and company values.
• Blend technological advancements with initiatives that nurture human connection.
• Regularly assess employee satisfaction and engagement through surveys and feedback loops.

By addressing these challenges head-on and aligning with insights from O.C. Tanner culture trends 2024, businesses can not only navigate the complexities of 2024 but also position themselves for long-term success in an increasingly competitive landscape.

How to Build a Stronger Company Culture

Building a stronger company culture involves intentional strategies that align with your organization's values, goals, and vision. 

At its core, creating a culture means fostering an environment where employees feel engaged, valued, and connected to the company's mission. Understanding how to build a culture in the workplace starts with defining your core values and ensuring they resonate throughout every level of the organization, from leadership to entry-level employees. This approach lays the foundation for a positive, cohesive, productive culture.

Collaboration and communication are essential when considering how to build a team's culture. Teams thrive in an environment where trust, respect, and shared purpose are prioritized. For example, companies like Google and Zappos excel at creating a strong organizational culture by emphasizing open communication, creative problem-solving, and rewarding teamwork. Such strong organizational culture examples highlight the power of fostering collaboration to drive innovation and employee satisfaction.

Culture-building examples can also be seen in how organizations engage employees through meaningful rituals, traditions, and recognition programs. For instance, celebrating team achievements with awards, hosting regular brainstorming sessions, or implementing mentorship programs can strengthen bonds and align teams toward common goals. These activities demonstrate creating a culture that promotes inclusivity, motivation, and engagement.

A unique perspective on how to create culture worldbuilding lies in storytelling. Sharing company history, success stories, or even team milestones can humanize the workplace, creating a narrative that employees can relate to and champion. Such practices demonstrate company culture examples that foster employees' sense of belonging and pride.

Also, creating a culture within an organization involves a combination of vision, collaboration, and consistency. By adopting intentional strategies, providing clear leadership, and actively engaging employees in the process, organizations can build a culture that drives employee well-being and business success.

Best Company Culture Examples

Explaining Company Culture to Your Employees

Once you have defined the three core tenets of your company culture, it's crucial to communicate them effectively to your employees. Clear and consistent messaging ensures that everyone within the organization understands what the culture represents and the behaviors expected of them.

One effective approach is to hold a meeting or presentation to introduce and discuss the company culture with your team. Use relatable real-life examples or scenarios to demonstrate how each tenet applies to day-to-day operations, making the concepts more tangible for employees.

Providing new hires with onboarding materials that clearly outline the company culture is another powerful method. This can include an employee handbook, training videos, or even a thoughtfully crafted welcome packet that emphasizes the organization's values and expectations from the start.

Management also plays a critical role in reinforcing company culture by leading through example. Leaders and managers must consistently demonstrate behaviors aligned with the company's cultural values to ensure employees see alignment between leadership actions and organizational messaging.

By taking these steps, employees will better understand their role within the larger organizational framework and feel motivated to work toward shared objectives related to workplace behavior and productivity.

Additional Ways to Reinforce Company Culture

• Create Visual Reminders - Use posters, digital displays, or desk cards that feature the company's core values to keep culture top-of-mind in everyday workspaces.
• Incorporate Culture into Performance Reviews - Tie discussions about employee achievements and improvements to the company's cultural tenets to reinforce their relevance.
• Host Culture-Building Workshops - Regularly hold workshops or team-building sessions focused on strengthening and evolving the organizational culture.
• Develop Peer Recognition Programs - Encourage employees to recognize and reward their peers for embodying the company's cultural values, creating a sense of shared ownership.
• Gather Regular Feedback - Conduct surveys or focus groups to understand how employees perceive the culture and identify areas where additional clarity or reinforcement may be needed.

These strategies collectively ensure that your company culture becomes a living, breathing part of your organization that aligns with its goals and drives long-term success.

Examples of Strong Organizational Cultures

Strong company cultures are the lifeblood of successful organizations, reflecting their values and beliefs in every facet of their operations. 

These cultures are built on a foundation of shared principles that guide behavior, decision-making, and collaboration. Companies with strong cultures not only attract top talent but also create environments that drive innovation, employee satisfaction, and long-term success. Here are examples of organizations that exemplify strong company cultures and the key lessons they offer.

Google: Innovation and Creativity at Its Core​ 

Google is often hailed as a model of strong company culture, largely due to its emphasis on innovation and creativity. The tech giant cultivates a workplace environment where employees are encouraged to think outside the box and challenge the status quo. To foster collaboration and creativity, Google provides perks such as free meals, on-site gyms, recreational spaces, and nap pods. These benefits are not just about comfort—they're designed to break down silos, promote cross-departmental collaboration, and stimulate fresh ideas.

The company's "20% time" policy, which allows employees to dedicate a portion of their time to personal projects, underscores its commitment to innovation. This initiative has led to groundbreaking products like Gmail and Google Maps, demonstrating how a strong culture that values creativity can directly contribute to business growth.

Zappos: A Customer-Centric Culture

Zappos, an online retailer, is renowned for its customer-focused culture. The company's belief in delivering "WOW" experiences drives every aspect of its operations. Employees undergo extensive training to understand the importance of superior customer service, ensuring that every interaction reflects the company's core values.

Zappos also boasts a unique organizational structure that empowers employees to make decisions independently, fostering a sense of ownership and accountability. For example, customer service representatives are encouraged to spend as much time as needed to resolve issues without rigid scripts or time constraints. This autonomy not only improves customer satisfaction but also creates a sense of pride and engagement among employees.

Patagonia: Sustainability and Work-Life Balance

Patagonia, an outdoor apparel brand, stands out for its unwavering commitment to environmental activism and sustainability. The company integrates its core values into every aspect of its operations, from sourcing eco-friendly materials to supporting grassroots environmental campaigns. This alignment between its mission and practices creates a strong sense of purpose among employees.

Patagonia also prioritizes work-life balance, offering flexible schedules and unlimited vacation time. This approach reflects the company's belief that happy, well-rested employees are more productive and innovative. By aligning its practices with its values, Patagonia has built a loyal workforce and an equally loyal customer base.

The Key Lessons from Strong Cultures

These examples highlight several key takeaways for building and maintaining a strong company culture:

• Align Practices with Values: A strong culture is one where the company's values are reflected in every decision, policy, and interaction. For instance, Google's investment in creative spaces and Patagonia's sustainability initiatives are direct manifestations of their core principles.
• Empower Employees: Zappos demonstrates that giving employees the autonomy to make decisions fosters trust and accountability, leading to higher engagement and better results.
• Focus on Employee Well-Being: Companies like Patagonia and Google understand that prioritizing employee happiness and work-life balance contributes to higher productivity and retention.
• Create a Sense of Purpose: Employees are more likely to stay engaged when they feel connected to the company's mission. Patagonia's focus on environmental activism resonates deeply with its workforce, creating a shared sense of purpose.
• Encourage Innovation: Google's culture of experimentation, through initiatives like "20% time," shows that fostering innovation leads to tangible business outcomes.

Extending Culture Beyond Perks

While perks like free food and flexible schedules are appealing, a truly strong culture goes beyond surface-level benefits. It's about creating an environment where employees feel valued, supported, and connected to a greater mission. For example, Zappos' commitment to customer service is more about shared values than just perks, and Patagonia's culture emphasizes action and impact over superficial benefits.

When companies prioritize their core values and embed them into all aspects of their operations—from recruitment and onboarding to employee engagement and decision-making—they create cultures that attract top talent, foster innovation, and build long-term loyalty. Google, Zappos, and Patagonia demonstrate that strong cultures not only enhance employee satisfaction but also drive organizational success. By aligning values with actions, organizations can build cultures that are not just strong but transformative.

Introducing the 20 Tenets of Culture

Leadership, as renowned experts like Robert Cialdini and John Maxwell emphasize, is fundamentally about influence. In every organization, influence isn't confined to those with formal titles; every employee has the potential to shape the culture and inspire their colleagues. The challenge lies in harnessing that potential effectively.

But what does influence look like for front-line employees? After two years of in-depth research, we've identified a set of core behaviors that can transform workplaces when embraced and practiced. 

These behaviors, which we call the 20 Tenets of Culture, offer a powerful trifecta of benefits:

• Personal and Professional Growth: They enhance the success of individual employees.
• Team Dynamics: They improve team chemistry, trust, and overall effectiveness.
• Cultural Strength: They bolster company culture from the ground up, creating a more cohesive and positive workplace.

What Are the 20 Tenets of Culture?

​Imagine a workplace where employees consistently demonstrate these behaviors:

1. Coachable: Embrace feedback with gratitude, actively seeking opportunities to improve.
2. Assume Positive Intent: Approach colleagues' actions with understanding and give them the benefit of the doubt.
3. Upbeat: Maintain a positive, energetic, and optimistic attitude.
4. No Gossip: Avoid and discourage conversations about interpersonal drama or negativity.
5. Kind: Show genuine thoughtfulness and compassion toward coworkers.
6. Own It & Fix It: Acknowledge mistakes openly and take action to resolve them.
7. Tolerance: Respect and embrace diverse perspectives, values, and opinions.
8. Laughing Matter: Cultivate a sense of joy and humor, making work enjoyable for everyone.
9. Proactive Communication: Address concerns directly and constructively rather than letting issues fester.
10. Dependable: Be reliable and consistent in delivering on commitments.
11. Empathetic Listening: Truly hear and understand the needs and feelings of colleagues.
12. Collaborative: Prioritize team goals over individual interests.
13. Adaptable: Remain flexible and open to change.
14. Problem Solver: Approach challenges with creativity and a can-do mindset.
15. Supportive: Actively encourage and uplift colleagues in their efforts.
16. Accountable: Take full responsibility for your actions and outcomes.
17. Grateful: Express appreciation for colleagues and acknowledge their contributions.
18. Ethical: Operate with integrity, even when it's difficult.
19. Resourceful: Find solutions and take initiative without waiting for direction.
20. Vision-Aligned: Stay connected to the organization's mission and values in daily work.

Why the 20 Tenets Matter

When employees consistently exhibit these behaviors, the ripple effect is transformative. Individually, they set the stage for personal growth and career success. At the team level, they foster trust, collaboration, and a stronger sense of unity. For the organization, they create a positive, resilient culture that thrives from the bottom up.

For example, an upbeat employee spreads positivity, boosting morale even during challenging times. A coachable team member not only improves their skills but also sets an example for others to embrace feedback. A no gossip policy eliminates negativity, promoting a healthier, drama-free workplace.

A Thought Experiment

Now, imagine your team consistently displaying these 20 behaviors. What would that look like in practice? Employees would approach each day with optimism, take ownership of their actions, and foster a culture of mutual respect. Teams would be more collaborative and effective, solving problems with creativity and shared purpose. Ultimately, the workplace would become a hub of positivity, engagement, and productivity.

These 20 Tenets of Culture are more than a guide—they are a roadmap for creating workplaces where both employees and organizations can thrive. By adopting these principles, any team can cultivate a culture of success and transform challenges into opportunities for growth.