What is workplace culture?
Workplace culture is the invisible yet powerful force that shapes how people behave, collaborate, and feel at work. It influences every interaction, decision, and outcome. When culture is healthy, it builds trust, energises people, and drives performance. When it’s neglected, it becomes a barrier to progress. In this article, we define workplace culture, explore why it matters, and share practical examples and insights to help you understand and shape it in your organisation.
Definition of workplace culture
Workplace culture refers to the shared values, beliefs, attitudes, and behaviours that characterise how work gets done in an organisation. It is what people experience and observe every day - from how leaders make decisions, to how people treat one another, to what is celebrated or overlooked.
Culture lives in the unspoken rules as much as the written policies. It’s shaped by leadership, systems, rituals, language, and environment. Every organisation has a culture, whether intentional or not. The question is whether that culture supports or hinders your people and goals.
At its best, workplace culture acts as a foundation for belonging, wellbeing, and purpose. At its worst, it can create stress, exclusion, and disconnection.
Why is workplace culture important?
Workplace culture refers to the shared values, beliefs, attitudes, and behaviours that characterise how work gets done in an organisation. It is what people experience and observe every day - from how leaders make decisions, to how people treat one another, to what is celebrated or overlooked.
Culture lives in the unspoken rules as much as the written policies. It’s shaped by leadership, systems, rituals, language, and environment. Every organisation has a culture, whether intentional or not. The question is whether that culture supports or hinders your people and goals.
At its best, workplace culture acts as a foundation for belonging, wellbeing, and purpose. At its worst, it can create stress, exclusion, and disconnection.
Types of workplace culture
Many models exist to describe different types of culture. While no framework is perfect, it can be helpful to explore some common cultural archetypes:
Collaborative cultures
value teamwork, consensus, and shared purpose. These organisations prioritise relationships and trust.
Innovative cultures
focus on creativity, experimentation, and agility. Risk-taking is encouraged and failure is treated as a learning opportunity.
Competitive cultures
emphasise results, performance, and ambition. Success is measured and rewarded visibly.
Traditional cultures
value hierarchy, consistency, and control. Roles and rules are clearly defined, and change is carefully managed.
Examples of workplace culture
Culture looks and feels different in every organisation. Here are a few real-world examples to illustrate how culture plays out in practice:
A startup with a culture of fast-paced experimentation, where failure is seen as part of learning and teams are encouraged to take initiative without waiting for permission.
A global law firm with a hierarchical, performance-driven culture, where long hours and high standards are the norm, and success is defined by billable hours.
A B Corp-certified company that prioritises purpose, community, and employee wellbeing, embedding values into everything from recruitment to team celebrations.
Each of these cultures reflects different values, priorities, and leadership styles. What matters is whether the culture aligns with the organisation’s goals and supports the wellbeing and growth of its people.
Key elements of workplace culture
While every culture is unique, there are some common elements that shape the overall experience:
Leadership style – How leaders communicate, make decisions, and role model behaviours
Values and purpose – The guiding principles that define what the organisation stands for
Communication norms – How openly and honestly information is shared
Team dynamics – How people collaborate, give feedback, and solve problems
Rituals and recognition – How success is celebrated and what is rewarded
Psychological safety – Whether people feel safe to be themselves and speak up
These elements interact in complex ways. A values-driven culture, for example, may still fall short if leadership fails to live those values in practice.
How workplace culture affects employee behaviour
Culture is one of the strongest influences on how people behave at work. It shapes whether they feel confident speaking up, how they respond to setbacks, and how they treat others. For example, in a culture where psychological safety is high, people are more likely to share ideas, raise concerns, and admit mistakes. In a culture where trust is low, people may withdraw, avoid risk, or keep their opinions to themselves.
The link between culture and behaviour also shows up in everyday choices. Are employees encouraged to take breaks or rewarded for working long hours? Are people recognised for collaboration or individual competition? These signals influence how employees act, often unconsciously.
That’s why culture change is such a powerful lever for improving wellbeing, performance, and inclusion. When organisations take culture seriously, they unlock the potential of their people.
Final thoughts
Workplace culture is not static. It can be shaped, strengthened, and evolved. Whether you’re trying to enhance wellbeing, embed new values, or create a more inclusive environment, culture is the place to start. It is the story your organisation tells about itself – and the experience your people live every day.
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