Company culture examples — find your company’s unique fit

In the modern world, job applicants tend to know a great deal about prospective employers before even stepping foot in the door for an interview. One of the chief things they investigate is organizational culture — a company’s values, norms, expectations, shared beliefs, and practices.

Understanding “how we do things around here” assists applicants in determining whether their needs and interests match those of the company.

When salary and other factors are equal, a good culture fit often tips the scales in favor of one employer over another. Candidates get excited about the work environment and what they can contribute to it.

When the company meets these cultural expectations, new hires experience a sense of belonging and genuine employee engagement, which results in loyalty and retention.

But do not mistake corporate culture for tossing together a list of perks and hoping new employees will find them exciting. A strong company culture involves more than monthly pizza parties and Casual Fridays.

Promoting your workplace culture involves clearly understanding your company’s mission and what management and staff do to support it.

Then, get out the word to top talent through means such as:

  • Social media channels
  • Your company’s website
  • Company review sites such as Glassdoor and Indeed (ask happy current employees to contribute)
  • Inclusion on lists of great company cultures
  • Word of mouth, such as through LinkedIn networking

Let’s examine some examples of well-known company culture to understand how it takes shape. What defines them, and what can other businesses learn from them?

Zappos: Company culture examples of putting values first

To say that this online retailer takes work culture seriously might be an understatement. As Zappos notes on its website, “Humbly speaking, creating a positive, productive culture is our bread and butter.

We’ve learned that if you identify your company’s core values, hire them, onboard team members, and live by them, your business is on a long-term path to success, profit, and growth.”

Its core values, developed through a poll of its employees, include:

  1. Deliver WOW through service.
  2. Embrace and drive change.
  3. Create fun and a little weirdness.
  4. Be creative, adventurous, and open-minded.
  5. Pursue growth and learning.
  6. Build open and honest relationships with communication.
  7. Build a positive team and family spirit.
  8. Do more with less.
  9. Be passionate and determined.
  10. Be humble.

Zappos has implemented these ideas in various ways. It was a pioneer in enriching the customer experience by offering free next-day shipping, free returns, and a 365-day return policy.

Its Zappos for Good initiative provides postage-paid labels for customers to donate or recycle shoes, clothes, and other items. In the office, impress a colleague, and that person can reward you with a $50 company bonus for going above and beyond.

Job candidates should not be surprised if their interviewer asks, “On a scale of 1 to 10, how weird are you?” (This is an excellent way to ask if you approve of video games embedded in the elevators and dressing up for Tutu Tuesday.)

Takeaways: Bring employees into the process of defining your work culture. They offer first-hand knowledge of what makes your organization a great workplace.

While highly personalized cubicles and a colleague or two in footie pajamas will not be every job seeker’s cup of tea, honestly promoting who you are will attract good fits.

Wegmans: Company culture examples built on family

Workers looking for a Clan Culture can’t help but notice the family atmosphere permeating this food market chain. The company quickly points out that its history goes back to two Wegman brothers starting a fresh produce pushcart business in 1916, and family members continue to lead to this day.

Seeing workers as part of the “family,” Wegmans invests in employee well-being and development. Its scholarship program has given over $100 million in employee tuition assistance.

Healthy culture programs help improve eating and movement, and free employee healthcare screenings translate into about 90 percent of employees knowing their blood pressure.

Employee testimonials tout feelings of camaraderie, emphasis on work-life balance, and dedication to serving the community.

Workers aren’t the only ones singing the employer’s praises. Wegmans is a staple on various impressive lists, from the Fortune 100 Best Companies to Work for in 2022 to People Magazine’s Companies that Care.

Takeaways: Many job seekers want to find a place where they feel welcomed and cared about. Building a corporate culture that promotes this sense of belonging can provide an edge.

Also, establishing yourself as a culture that merits attention can lead to great free publicity through inclusion on various local and national lists.

Netflix: Company culture examples that embrace transparency

Search “Netflix company culture,” and you will see many interesting links. One entitled Netflix Culture – Seeking Excellence takes you to a company-produced document that covers what the organization views as unique about its culture:

  • 1. Encourage decision-making by employees
  • 2. Share information openly, broadly and deliberately
  • 3. Communicate candidly and directly
  • 4. Keep only our highly effective people
  • 5. Avoid rules

It states, “We believe a company’s values are shown by whom they hire, reward or let go. Below are the specific behaviors and skills we care about most. If these values describe you and the people you want to work with, you will likely thrive at Netflix.”

The values include judgment, selflessness, courage, communication, inclusion, integrity, passion, innovation, and curiosity. Examples are provided under each heading. The document then discusses making honest, productive employee feedback a way of life.

It also outlines the “keeper test” used by management: If a team member was leaving for a similar role at another company, would the manager try to keep them? Those who do not pass are given a generous severance package so that the company can find someone even better for that position.

Sound like either a dream environment or something on which to take a pass? That original search also yields links to articles such as one in Forbes entitled “Netflix’s Company Culture is Not for Everybody, and That’s Exactly How It Should Be.”

Takeaways: Company culture is not one size fits all. Painting an accurate picture through an honest mission statement and truthful description of how you operate encourages employee retention by attracting people who feel they could thrive in that work environment.

Also, organizations of all sizes should regularly perform online searches to learn what applicants encounter when researching. A small business or startup may not yield as many results as Netflix, but it pays to know what is said about your employee experience.

Amazon: Company culture examples for high-achievers

Ever heard the saying, “At Amazon, it’s always Day 1″? The retail giant’s website states, “Our approach remains the same as on Amazon’s first day—to make smart, fast decisions, stay nimble, innovate and invent, and focus on delighting customers.”

While some find such an environment too high-pressure or chaotic, others thrive. Using Cameron and Quinn’s Competing Values Framework, the Society for Human Resource Management labels Amazon as an Adhocracy Culture flexibly structured and externally focused on customers.

Adhocracy cultures value growth, variety, and stimulation, encouraging risk-taking, creativity, and agile thinking.

Reviews on various job sites confirm that certain people find working at Amazon quite invigorating. Employees mention things such as “really smart people,” “opportunity for growth,” “encouraged to think big,” “great for those who are self-motivated,” and “challenging but rewarding.”

Takeaways: Few businesses can be everything to everybody. Develop solid company goals and seek out like-minded employees committed to the company’s success.

NASA: Company culture examples in the public sector

Finally, remember that positive company culture isn’t unique to private firms. The government employs many people at the local, state, and national levels. Like any organization, it needs to attract and retain workers.

For over a decade, the National Aeronautics and Space Administration has taken top honors on the Partnership for Public Service’s list of Best Places to Work in the Federal Government. Employee surveys show NASA workers scoring the agency exceptionally high in areas such as supervisor leadership, performance, and innovation.

The organization actively supports various people coming together to “explore the extraordinary” and has received multiple awards for developing a diverse community and reaching out to under-represented population segments.

NASA lists “inclusion” among its core values: safety, integrity, teamwork, and excellence.

Takeaways: Public-sector workplaces often fall into Cameron and Quinn’s category of Hierarchy Culture (also known as Control Culture).

Such work environments operate like well-oiled machines with defined roles and a transparent chain of command. Workers understand their duties, routes to advancement are clear, and communication is to the point.

By their nature or because of the regulations imposed upon them, some industries need to be more “by the book” than others. If yours is one of them, embrace the ability to offer a stable and efficient work environment.

Also, consider what else you can offer, such as a highly inclusive workplace and pride in serving the public.

More resources:
Age discrimination examples in the workplace to avoid
Employee value proposition in action: Compelling real-world examples
Work life balance examples: Your guide to a more fulfilling life