The evolving workplace landscape is undergoing a transformation fueled by rapid technological advancements. As organizations strive for greater productivity, company culture becomes either a catalyst for success or a stumbling block. For HR professionals, navigating this shift requires strategic leadership to foster a resilient, thriving workplace culture. Satya Nadella, CEO of Microsoft, aptly describes this responsibility in Hit Refresh: “The CEO is the curator of an organisation’s culture. Anything is possible for a company when its culture is about listening, learning, and harnessing individual passions and talents to the company’s mission” (Adler, 2024). This article explores how HR leaders and executives can sustain culture as a cornerstone of success during times of growth and change.
Leadership as the Cornerstone of Culture
Leadership directly impacts up to 70% of workplace culture through decision-making, communication, and actions (Adler, 2024). While CEOs set the strategic tone, HR professionals play a crucial role in embedding these values across all levels of the organization. Middle managers and team leads must also carry this vision, ensuring cultural alignment in day-to-day operations.
Sal Sferlazza, a serial entrepreneur, emphasizes accessibility in leadership, particularly during periods of hypergrowth. His “Meet the CEO” sessions create transparency and trust, embodying servant leadership principles that HR can replicate to empower employees and foster collaboration (Sferlazza, 2024).
A Culture of Communication
Effective communication is foundational to a strong workplace culture. Deloitte’s research highlights that 94% of executives and 88% of employees view positive workplace culture as essential for success (Adler, 2024). HR leaders can strengthen this connection by ensuring the company’s mission and values are consistently communicated across all channels.
Studies show that inclusive language—such as using “we” and “us”—creates a sense of shared purpose and enhances employee engagement (The CEO Views, 2024). HR can guide leadership in adopting communication strategies that foster collaboration and loyalty, improving morale and retention.
Culture Begins on Day One
Culture doesn’t start at the top—it starts at the beginning. Jacqueline Samira, CEO of Howdy.com, stresses the importance of establishing core values early and authentically. These values should resonate through hiring, onboarding, and training programs to attract individuals who align with the organization’s mission (Samira, 2024).
HR professionals are uniquely positioned to ensure cultural fit through well-crafted job descriptions, structured interview processes, and values-based training programs. Consistent reinforcement of these values reduces turnover and nurtures long-term employee engagement.
Accountability in Action
Sustaining a strong organizational culture requires more than executive leadership—managers and team leaders must actively promote and uphold core values. By holding these “lieutenants” accountable, HR can ensure that cultural consistency extends throughout every layer of the organization. Sal Sferlazza’s “no-ego” policy offers a valuable model, emphasizing collaboration and inclusivity over rigid hierarchies. This approach fosters a culture of openness, where employees feel empowered to contribute ideas and take ownership of their roles (Sferlazza, 2024).
HR professionals play a pivotal role in implementing accountability mechanisms, such as structured performance reviews and leadership training programs, to embed cultural values across teams. These efforts not only reinforce shared goals but also create a supportive environment where innovation can thrive.
Future-Proofing Culture
Rapid productivity growth and technological advances often challenge organizations to remain agile without losing sight of their core values. Programs like Adobe’s “Kickbox” and Google’s “20% time” demonstrate how fostering employee-led innovation can align with and enhance workplace culture. By encouraging employees to pursue bold ideas and take calculated risks, these initiatives promote creativity and engagement during high-growth periods (Adler, 2024).
HR professionals can champion similar programs by creating frameworks that encourage experimentation while staying aligned with organizational goals. This balance between structure and flexibility ensures that innovation becomes an integral part of the company’s cultural identity.
Staying Grounded While Growing Fast
Periods of hypergrowth can strain even the strongest company cultures. Remote and hybrid work environments, for example, often dilute the sense of connection and shared purpose among employees. To address this, HR leaders can facilitate in-person interactions, such as leadership offsites or team-building events, that nurture relationships and reinforce cultural values.
Sal Sferlazza underscores the importance of such gatherings, highlighting how proactive communication and trust-building activities help maintain inclusivity and cohesion (Sferlazza, 2024). HR’s role in planning and executing these initiatives is crucial to preserving culture amid rapid organizational change.
The Business Case for Exceptional Culture
The impact of a strong company culture extends beyond employee satisfaction—it drives measurable business outcomes. According to McKinsey’s 2020 report, companies with high levels of executive-level gender diversity were 25% more likely to achieve above-average financial performance (Adler, 2024).
Conversely, cultural misalignment can be costly. During the “Great Resignation,” millions of employees cited poor cultural fit as a primary reason for leaving their jobs, highlighting the urgent need for HR leaders to foster environments where employees feel valued and aligned with organizational objectives (Samira, 2024).
Culture’s Lifelong Champion
A company’s culture is a dynamic force that requires constant attention from leadership. Satya Nadella emphasizes that listening and learning are as critical to cultural stewardship as strategic planning. For HR professionals, this means actively gathering employee feedback and working with executives to refine cultural practices (Adler, 2024).
By fostering accountability, encouraging innovation, and navigating growth challenges with care, HR leaders can ensure that culture remains a foundational strength. This alignment between leadership and culture drives engagement, enhances collaboration, and fuels long-term organizational success.
References
- Adler, Tim. “What Role Does Leadership Play in Shaping Company Culture?” Business Chief, November 5, 2024.
- “How CEO Speech Patterns Influence Corporate Culture and Employee Engagement.” The CEO Views.
- Samira, Jacqueline. “How to Build a Strong Company Culture from the Top Down.” Fast Company Executive Board, November 21, 2024.
- Sferlazza, Sal. “How to Maintain Company Culture During Hypergrowth.” Inc., October 25, 2024.
