This document discusses 10 defining factors of strong organizational cultures according to Carroll Consulting: vision, roles, behaviors, empowerment, trust, development, recognition, relationships, collaboration, and leaders. It is argued that strong cultures inspire and motivate employees when these factors are present, leading to higher employee engagement, customer satisfaction, productivity, and other positive business outcomes. The key is for organizations to understand their unique culture in order to find people who will thrive and add value within that culture.

1. © Carroll Consulting 2017
10 defining factors of strong cultures
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© Carroll Consulting 2017

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Culture is formed by
values,
behaviours
&
actions

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Culture is deeply held
…but in organisations,
it’s not always well understood

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It’s often downplayed
– the ‘soft’ factor –
or overplayed
– the scapegoat for poor performance
…or poor anything really

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And it’s a core driver of the way
employee engagement is
andunderstood empowered

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Top employee engagement conditions:
-77% relationships with co-workers
-77% opportunities to use skills & abilities
-76% meaningfulness of their job
Employee Job Satisfaction and Engagement, SHRM, 2016

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“Business/work units scoring in the top half
on employee engagement nearly double
their odds of success compared with
those in the bottom half”
The Relationship Between Engagement at Work and Organizational Outcomes, 2016
Q12® Meta-Analysis: Ninth Edition, Gallup, 2016

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“Those at the percentile have
times the success rate of those
at the percentile”
The Relationship Between Engagement at Work and Organizational Outcomes, 2016
Q12® Meta-Analysis: Ninth Edition, Gallup, 2016

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Median difference between top and
bottom quartile units:
10% better customer ratings 17% higher productivity
21% higher profitability 28% less shrinkage
40% fewer defects 41% lower absenteeism
59% less turnover 70% fewer safety incidents
The Relationship Between Engagement at Work and Organizational Outcomes, 2016
Q12® Meta-Analysis: Ninth Edition, Gallup, 2016

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“ of organisations cite culture
and engagement as one of their
top challenges”
Global Human Capital Trends 2015, Leading in the new world of work, Deloitte, 2015

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So what makes up culture
in an organisation?

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It’s not about
whether you have
jeans Friday
Nor whether
you’re cool or
old-school
Nor whether
everyone is
‘so happy’

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And it’s unique,
so it’s not about
ticking boxes because
what works in
one organisation
may not in another

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It’s an where employees
understand
– and want to play by –
an organisation’s way of being
ecosystem

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As we see it, there are core defining
factors of a strong culture

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that inspires and motivates
Vision

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People understand they are involved in
something bigger than themselves and
know how their role plays a part

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that are real
Roles

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People have specific roles that are
expressly known – and they are clear on
what they need to do to be successful

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that are understood
Behaviours

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People know the behaviours that are
acceptable and those that are not

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that creates freedom
Empowerment

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People are free to make decisions,
encouraged to share ideas and
empowered to innovate, even if
challenging the status quo

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that creates a safe place
Trust

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People contribute without fear of
rejection if they ‘fail’ and are corrected
with respect if they make a mistake –
because the focus is on improvement

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that supports mastery
Development

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People have a development plan that is
supported by their manager, setting a
stimulating path of learning and growing

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that’s authentic
Recognition

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People understand the value of their
contribution and are acknowledged
and rewarded for it

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that are meaningful
Relationships

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Colleagues don’t have to be mates, but
there are genuine friendships at work

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that adds value
Collaboration

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Work within teams is based on a true
desire to support and collaborate

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that care
Leaders

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Leaders show a genuine interest in
their teams and their satisfaction and
play to the strengths of their people

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The key…

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Know your culture,
because that’s how you’ll find
people who’ll thrive there and
add immense value in return

38. © Carroll Consulting 2017
Thanks for reading
ROLE FIT | CULTURE FIT | PEOPLE FIT
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