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Success and corporate culture are inextricably linked – many companies have recognized this and are increasingly placing value on a strong culture.
According to a study by Siers & Collegen in cooperation with WirtschaftsWoche , 81% of respondents consider corporate culture to be important, and 93% expect its importance to continue to grow in the future.
75% are convinced that a strong culture contributes significantly to the success of a company.
But what about your corporate culture? Does it offer a positive working environment that retains employees, promotes their commitment, and keeps their motivation high?
You can easily measure your corporate culture with an employee survey.
Feedback from your employees will show you whether there is room for improvement in certain areas or whether a cultural change is necessary.
Take advantage of this opportunity and gain valuable insights that will help you strengthen your culture and ensure long-term success.
Contents of the template:
Objectives of the survey:
Helpful features for the survey:
Data protection „made in Germany“ (GDPR)
Anonymity function for honest feedback
Corporate culture is a system that defines the fundamental values, norms, and attitudes shared by employees and reflected in the daily life of an organization.
This culture influences how the company as a whole and individual employees act, make decisions, and behave both within the organization and toward external partners.
It essentially shapes the personality of a company and defines its identity.
This culture is reflected in various aspects of corporate life:
1. Aspect: Success and performance
A strong corporate culture can help create an environment in which employees are motivated to perform at their best in order to achieve the company’s goals.
A positive culture can increase employees’ willingness and ability to perform, thereby contributing to the overall success of the organization.
2. Aspect: Employee satisfaction and loyalty
A supportive and appreciative corporate culture can improve employee well-being and increase workplace satisfaction.
Satisfied employees are generally more loyal to the company and show stronger commitment to its goals and values.
3. Aspect: Work ethic and engagement
A positive corporate culture helps create a working environment characterized by employee engagement, teamwork, and a strong sense of belonging.
Employees who identify with their company’s culture and feel supported within it are more likely to be motivated to actively contribute and support the organization’s success.
4. Aspect: Corporate identity and reputation
Corporate culture plays a significant role in shaping a company’s identity and reputation.
It influences how customers, partners, and the public perceive the brand and can have a decisive impact on how the company is viewed by external stakeholders.
Die Begriffe „Unternehmensphilosophie“, „Unternehmensleitbild“ und „Unternehmenskultur“ sind eng miteinander verbunden, aber sie haben unterschiedliche Bedeutungen und Schwerpunkte:
1. Unternehmensphilosophie
Die Unternehmensphilosophie bezieht sich auf die grundlegenden Überzeugungen, Werte und Prinzipien, die das Unternehmen leiten.
Sie umfasst die Kernideen, auf denen das Unternehmen gegründet wurde, sowie seine langfristigen Ziele und Visionen.
Die Unternehmensphilosophie drückt aus, wofür das Unternehmen steht und welche ethischen Grundsätze es verfolgt.
2. Unternehmensleitbild
Das Unternehmensleitbild ist eine schriftliche Erklärung, die die Mission, die Vision und die Werte des Unternehmens zusammenfasst.
Es dient als Leitfaden für das Management und die Mitarbeiter und definiert die strategischen Ziele und den Zweck des Unternehmens.
Das Leitbild gibt Orientierung und soll sicherstellen, dass alle Aktivitäten und Entscheidungen des Unternehmens mit seinen grundlegenden Prinzipien übereinstimmen.
3. Unternehmenskultur
Die Unternehmenskultur beschreibt die gemeinsamen Werte, Normen, Einstellungen und Verhaltensweisen, die in einem Unternehmen existieren.
Sie umfasst die Art und Weise, wie die Mitarbeiter miteinander interagieren, wie Entscheidungen getroffen werden und wie das Unternehmen als Ganzes funktioniert.
Die Unternehmenskultur prägt das Arbeitsumfeld und beeinflusst das Verhalten und die Einstellungen der Mitarbeiter.
Several factors and characteristics play an important role in shaping corporate culture and influence everyday working life throughout the organization.
1. Factor: Enjoyment
When employees bring enthusiasm and enjoyment to the workplace, this not only increases their performance but also improves their well-being.
They enjoy coming to work and contribute significantly to the company atmosphere through their positive attitude and enthusiasm every day.
The effects of enjoyment and enthusiasm in the workplace are diverse.
First, a pleasant working environment encourages employees to identify more strongly with their company and contribute more actively to its success.
They are more motivated and engaged, which has a positive impact on their performance and productivity.
In addition, enjoyment at work has a positive effect on employees’ overall well-being.
Employees who enjoy their work are generally more satisfied and less stressed. They approach their tasks with a positive attitude and are less susceptible to burnout and other mental strains.
A pleasant working environment characterized by enjoyment and enthusiasm also promotes collaboration and team spirit within the company.
Employees who feel comfortable and enjoy coming to work are more willing to support each other and work together to achieve common goals.
Last but not least, enjoyment at work also contributes to the attractiveness of the company as an employer.
Companies where employees enjoy their work and feel comfortable are more appealing to potential new employees.
A positive work atmosphere can help attract skilled professionals and position the company as an attractive employer.
2. Factor: Relationships
Human connection and mutual trust are the foundation of strong relationships.
Honesty, teamwork, and loyalty connect employees and managers within the company and strengthen interpersonal relationships.
When employees feel that they can rely on their colleagues and supervisors, a sense of security and belonging develops.
These interpersonal relationships have a direct impact on corporate culture and the working climate.
A culture characterized by trust, openness, and collaboration promotes employee well-being and increases motivation and performance.
Employees who work in a supportive environment are more willing to contribute, take responsibility, and actively engage.
A positive corporate culture based on human values such as respect, appreciation, and empathy helps employees identify with their company and feel proud to work there.
They feel heard and valued, which in turn leads to stronger employee loyalty and a lower turnover rate.
Furthermore, a culture of humanity and trust creates an environment where conflicts can be resolved constructively and where innovation and creativity can flourish.
Employees feel encouraged to contribute their ideas and explore new approaches to achieve success together.
Therefore, it is essential that companies consciously work on developing a positive corporate culture and ensure that human values and relationships remain at the center of their actions.
By creating an atmosphere of trust and cooperation, companies can not only increase employee engagement and satisfaction but also secure long-term success and competitiveness.
3. Factor: Learning
When the working environment is open to new methods and ideas and places importance on employee development and further training, learning becomes a factor that positively influences corporate culture in everyday work.
A culture that promotes learning and development creates an environment where employees are encouraged to acquire new knowledge and skills and develop innovative solutions.
Following the motto: Leave old routines behind and embrace new opportunities.
By providing opportunities for professional development and continuous learning, companies demonstrate appreciation for their employees’ commitment and performance.
This can strengthen employees’ self-confidence and motivation and help them grow in their roles and achieve personal goals.
In addition, a culture of continuous learning and development encourages employees to be open to change and adapt to new challenges.
This can increase the company’s ability to innovate and better position it to respond to changing market conditions.
A working environment characterized by learning and development also promotes collaboration and knowledge sharing among employees.
Through the exchange of ideas and experiences, new perspectives can emerge and creative solutions can be developed.
4. Factor: Performance
Economic success and achieving goals undoubtedly play a central role in shaping corporate culture.
A focus on success and consistently striving toward objectives influences not only employees’ attitudes but also their behavior and decision-making processes within the company.
In a culture strongly focused on economic success, performance and results are considered key indicators of employee success.
Employees are encouraged to give their best and continuously improve in order to contribute to the company’s economic success.
For managers, this means creating an environment where performance is recognized and rewarded.
A culture that values achievement motivates employees to reach their full potential and actively contribute to company goals.
In addition, a focus on economic success shapes the way decisions are made.
Decisions are often evaluated based on their impact on the company’s financial performance, with short- and long-term objectives being central considerations.
A culture that prioritizes economic success can also promote a strong innovation culture, as companies strive to continuously develop and adapt to changing market conditions in order to remain competitive.
5. Factor: Leadership and authority
Managers play a crucial role in shaping corporate culture because their leadership style and actions significantly influence employee behavior and attitudes.
They are not only responsible for achieving organizational results and goals but also for creating an inspiring and motivating working environment.
An effective leadership style is characterized by strong leadership qualities that help motivate and inspire employees.
Managers should be able to set clear goals, provide direction, and support employees in reaching their full potential.
They act as coordinators by allocating resources, organizing teams, and ensuring that all employees work toward shared objectives.
Empathy is another important quality of successful leaders.
Through empathy, managers can understand employees’ needs and concerns and respond appropriately.
By creating a supportive and encouraging atmosphere, they help increase employee engagement and satisfaction.
A manager’s leadership style also has a direct influence on the lived corporate culture.
An open, cooperative, and appreciative leadership style promotes a culture of trust, collaboration, and transparency.
In contrast, an authoritarian or controlling leadership style can create a culture of fear, mistrust, and insecurity.
6. Factor: Structure and order
A well-organized corporate culture is characterized by clear rules, processes, and guidelines that help create a structured working environment.
This structure provides employees with guidance and security because they understand what is expected of them and how to behave in different situations.
As a result, a consistent way of working is encouraged, while the risk of misunderstandings and conflicts is reduced.
A respectful approach toward one another is an essential part of a healthy corporate culture.
This means that employees and managers treat each other with appreciation, courtesy, and respect.
Respect in the workplace creates a positive working climate where employees feel secure and can develop their full potential.
Furthermore, respectful interaction promotes collaboration and teamwork because different perspectives and opinions are valued and accepted.
Living and sharing common norms and values is another important aspect of an established corporate culture.
These norms and values define what is important to the company and which behaviors and attitudes should be encouraged.
By living and sharing these norms and values, employees and managers create a common identity and a strong sense of belonging within the organization.
This promotes employee engagement and strengthens their connection to the company.
Researchers Cameron & Quinn discovered in an extensive study in 1983 that the success of a company is strongly influenced by its organizational culture, as values, norms, and attitudes are lived and shared by employees within the organization.
Based on their research, the two researchers identified different types of corporate cultures that exist within organizations.
We explain below what these different types are and what characterizes each defined culture:
1. Type: Clan / family-oriented culture
The clan culture is a very friendly and family-oriented organizational form in which meaningful interpersonal relationships and collaboration are at the center.
The future of the company is shaped together by all members of the organization.
For this reason, employee commitment and employee development are long-term components of this culture.
Managers and organizational leaders are viewed as mentors and sometimes even as father figures.
Loyalty, teamwork, tradition, and trust are characteristics that define this form of organizational culture.
2. Type: Market / performance culture
This type of organizational culture is characterized by a performance- and results-oriented approach, where the focus is on competition and achieving business goals.
Market dominance and business results are the central priorities of this corporate culture.
Through clear goals and responsibilities, employees are guided and rewarded based on their achievements.
Control and stability provide structure within the organization. Managers act as drivers, producers, and competitors at the same time.
The pursuit of success is the binding force that holds the organization together.
3. Type: Hierarchical culture
In a hierarchical culture, organizations are structured according to responsibilities and roles.
Stability, control, and smooth execution of tasks and processes are the main focus of this organizational culture.
Success is defined through reliable delivery, efficient planning, and low costs.
Managers play a central role because they must be effective coordinators and organizers who ensure efficiency and consistency.
4. Type: Adhocracy culture
This form of corporate culture focuses on creativity and generating new ideas.
It is often used in technology companies, where employees are encouraged to develop innovative ideas for new products and the improvement of existing products.
For this type of organizational culture, a supportive working environment and agility are essential to drive innovation and maintain competitiveness.
1. Factor: Globalization & Internationalization
The global and international orientation of the economy, which is leading to increasingly complex interconnections, is a factor that significantly influences corporate culture.
Economic and social changes are occurring more rapidly due to global interconnectedness, and working methods are increasingly adapting to growing digitalization.
As a result, organizational culture also continues to change over time.
The global interconnection of economies means that companies interact with a wide range of customers, suppliers, and partners from different countries and cultures.
This requires an open and inclusive corporate culture that values and promotes diversity.
Companies must ensure that their employees develop intercultural skills and are able to work effectively in multicultural teams.
In addition, increasing digitalization has a significant impact on working methods and therefore also on corporate culture.
Digitalization enables companies to introduce more flexible working models that allow employees to work independently of location and use innovative technologies.
This requires an adaptation of corporate culture to encourage virtual collaboration and open communication.
2. Factor: Performance-oriented society
The increasing pressure to perform for employees in today’s working world has significant effects on their mental health and overall well-being.
Growing demands for productivity, efficiency, and performance often lead to stress, overload, and burnout among employees.
These psychological strains can negatively affect employee motivation, satisfaction, and work performance.
The effects of performance pressure on employees are also reflected in a company’s organizational culture.
A culture that promotes constant performance pressure without providing sufficient support can create a toxic working environment characterized by fear, competition, and distrust.
This can in turn lead to higher employee turnover, a loss of engagement, and a negative company reputation.
To counteract these challenges, it is important to create a corporate culture that places employee health and well-being at the center.
This can be achieved through measures such as flexible working hours, work-life balance programs, psychological support, and open communication.
A supportive and empathetic organizational culture promotes trust, collaboration, and employee engagement and contributes to the long-term success and sustainability of the company.
3. Factor: Demographic change & equality
Social changes, such as later retirement ages and the increasing proportion of women in the workforce, have significant effects on corporate culture and the world of work as a whole.
Companies are increasingly faced with the need to adapt to these developments and adjust their cultural norms and HR strategies accordingly.
The fact that people remain in the workforce longer and retire later requires companies to adapt their structures and cultures in order to support and promote older employees.
This may include offering flexible working models that meet the needs of older employees, as well as developing training and development programs to update their professional skills and competencies.
The increasing proportion of women in employment also affects corporate culture, as companies are increasingly working to create gender-equal workplaces and promote equal opportunities for women in all areas of the organization.
This requires a review of recruitment and promotion practices, as well as the implementation of measures that support women’s professional development.
Furthermore, companies must reassess their personnel decisions in the medium and long term in order to respond appropriately to demographic and social changes.
This may involve diversifying the recruitment of skilled employees from different age groups and backgrounds to create a more diverse and inclusive working environment that considers the different needs and perspectives of employees.
Overall, social changes require a flexible and adaptable corporate culture that is capable of continuously evolving and responding to new challenges and opportunities.
Companies that proactively address these changes and create a diverse and inclusive working environment can achieve long-term success while attracting and retaining talented employees.
The development of a corporate culture can be based on various strategies that help create a supportive and productive working environment.
Here are some important strategies:
1. Strategy: Clearly defined values and norms
A successful corporate culture is based on clear and consistent values and norms that are demonstrated by company leadership and understood and accepted by all employees.
These values and norms form the foundation of the working climate and have a significant influence on employee behavior, attitudes, and interactions with one another as well as with customers and business partners.
It is important that company management actively communicates the desired values and norms and demonstrates them through its own actions.
Employees should be able to identify with these values and integrate them into their daily work.
A clear and consistent communication of corporate culture, along with regular training sessions and workshops, can help create a shared understanding and increase acceptance of company values.
Furthermore, it is important that the corporate culture remains open to change and adaptation in order to meet the evolving needs and requirements of the company and its employees.
A dynamic and flexible corporate culture can encourage innovation and continuous improvement while strengthening the company for future challenges.
2. Strategy: Open communication
Open and transparent communication at all levels builds trust among employees and enables conflicts to be addressed openly and resolved together.
This creates a positive working environment where employees feel heard and respected.
An open communication culture also supports the flow of information within the company and ensures that important information and decisions are accessible to all employees.
Through regular meetings, feedback discussions, and employee surveys, communication can be actively encouraged to create an open and trusting working environment.
3. Strategy: Employee involvement
Involving employees in decision-making processes and considering their opinions and ideas strengthens engagement and identification with the company.
Employees feel valued and have the feeling that they make a meaningful contribution to the company’s success.
This not only promotes employee motivation and employee satisfaction, but can also lead to innovative solutions and an improved working environment.
Companies that actively involve their employees and value their contributions can benefit from a stronger team spirit and a positive corporate culture in the long term.
4. Strategy: Promoting diversity and inclusion
A diverse and inclusive corporate culture creates space for different perspectives and promotes innovation and creativity within the company.
By considering different backgrounds, experiences, and viewpoints, organizations create a dynamic environment that encourages new ideas and approaches.
Employees feel encouraged to share their thoughts and ideas without fear of prejudice or discrimination.
Such a culture not only contributes to the development of innovative products and services, but also strengthens the sense of belonging and identification employees have with the company.
5. Strategy: Recognition and appreciation
Recognizing and appreciating employee achievements helps increase their engagement and motivation and strengthens the sense of belonging within the team.
When successes and achievements are appropriately acknowledged, employees feel valued and motivated to perform at their best.
This can be achieved through various measures, such as praise and recognition from managers, rewards for outstanding performance, or opportunities for professional development.
A culture of appreciation promotes a positive working environment in which employees support each other and collaborate successfully.
6. Strategy: Continuous development
A corporate culture based on continuous development and learning enables employees to achieve personal and professional growth and contributes to the company’s long-term success.
By creating an environment that encourages innovation and growth, employees are motivated to develop new skills, expand their knowledge, and take on new challenges.
This can be achieved through targeted training programs, mentoring initiatives, or the promotion of individual development plans.
A culture of continuous learning not only supports the individual development of employees but also strengthens the company’s overall competitiveness and innovative capacity.
Yes, there are many successful examples of companies that have optimized their corporate culture and achieved positive changes within their organizations as a result.
A prominent example is the company Google.
Google has created a corporate culture based on innovation, creativity, and collaboration.
The company provides its employees with a wide range of incentives and benefits, including flexible working hours, generous vacation policies, free meals, and an inspiring working environment.
This culture has helped make Google one of the most attractive employers in the world and has enabled the company to attract talented employees.
Another example is Zappos, an online shoe retailer.
Zappos has developed a unique corporate culture based on customer service, teamwork, and personal growth.
The company provides employees with intensive training programs, flexible working conditions, and an open communication culture.
This culture has helped Zappos build strong employee loyalty and become a leading company in the e-commerce sector.
These examples demonstrate that a strong and positive corporate culture can have a significant impact on a company’s success and performance.
It can help attract talented employees, strengthen employee retention, and improve organizational efficiency.
1. Method: Employee Surveys
The measurement and analysis of corporate culture can be carried out in various ways.
Through targeted questions about company values, the working environment, leadership culture, and collaboration, employee feedback can be collected to understand and evaluate the corporate culture.
For example, questions about the level of agreement between the company’s stated values and the actual behavior of employees can provide insights into the credibility of the corporate culture.
Questions about the working climate can capture employee satisfaction with their working environment, colleagues, and managers.
Assessing the leadership culture can help organizations understand the effectiveness of managers and identify potential areas for improvement.
Questions about collaboration can examine the quality of teamwork, information exchange, and communication within the company.
By analyzing this employee feedback, companies can identify patterns and trends, recognize the strengths and weaknesses of their corporate culture, and develop targeted measures to improve it.
2. Method: Interviews and Focus Groups
Personal conversations with employees and focus groups can provide deeper insights into the values, norms, and everyday practices within the company.
These direct interactions make it possible to capture individual experiences, opinions, and perspectives that may not be identified through standardized surveys.
Through personal exchange, employees can freely express their thoughts and feelings, contributing to a more comprehensive assessment of the corporate culture.
In addition, such conversations can help to build trust and promote an open communication culture, which increases employees’ willingness to share their opinions and ideas.
Combining quantitative surveys with qualitative discussions enables a holistic and thorough analysis of corporate culture and provides a strong foundation for targeted improvement measures.
3. Method: Observations
Workplace observations can provide insights into how corporate culture is actually practiced and whether it aligns with officially communicated values.
By observing the working environment directly, organizations can assess interactions between employees and managers, the overall atmosphere, team collaboration, and how challenges are handled.
These observations make it possible to understand and evaluate employee behavior in the context of the corporate culture.
They can reveal whether everyday practices and behaviors are consistent with the stated values and norms or whether there are discrepancies.
Through direct observation, companies gain important insights into the strengths and weaknesses of their corporate culture and can initiate targeted measures for further development and optimization.
4. Method: Analysis of Company Documents
By analyzing company documents such as mission statements, corporate guidelines, internal policies, and communication materials, organizations can identify indicators of their corporate culture.
These documents provide insights into which values and principles the company officially represents and how it communicates its identity internally and externally.
By reviewing and interpreting these documents, companies can determine which goals they pursue, how they perceive themselves, and which behaviors they aim to encourage.
It is important not only to consider formal statements but also to evaluate whether and how these principles are reflected in everyday practice.
A thorough analysis of company documents can reveal the actual corporate culture and uncover potential gaps between expectations and reality.
This enables organizations to work specifically on the further development and optimization of their corporate culture and better align it with company goals and employee needs.
5. Method: Cultural Audits
Structured audits that are specifically designed to capture and evaluate cultural aspects can be used to systematically review corporate culture.
These audits can cover various areas, including leadership behavior, communication structures, team dynamics, and collaboration.
By applying specific criteria and evaluation methods, companies can gain a comprehensive understanding of how their corporate culture functions and where potential strengths and weaknesses exist.
The results of such audits provide a solid foundation for identifying areas requiring action and developing targeted measures to improve corporate culture.
Furthermore, structured audits enable continuous monitoring and evaluation of changes and progress over time to ensure that the desired goals are achieved.
A corporate culture questionnaire can cover various aspects in order to gain a comprehensive understanding of how the culture is perceived within the company and how it influences employee behavior and satisfaction.
Here are some examples of questions that could be included in such a questionnaire:
These questions can be adapted to the specific needs and characteristics of the company and should aim to provide insights into different dimensions of corporate culture, including values, leadership, communication, collaboration, recognition, and diversity.
Yes, easyfeedback can definitely serve as a tool for developing and optimizing corporate culture.
Here are some ways it can support you:
1. Employee Surveys
You can conduct employee surveys to gain insights into the current corporate culture.
Through targeted questions, you can understand your employees’ perceptions of the company culture and identify potential areas for improvement.
2. Anonymity and Confidentiality
With easyfeedback’s anonymity feature, employees can share their opinions and concerns openly without worrying about potential consequences.
This allows you to collect honest feedback and conduct trustworthy surveys.
3. Analysis and Evaluation
Our platform provides comprehensive functions for analyzing and evaluating collected data.
You can identify trends, recognize strengths and weaknesses, and make well-informed decisions to optimize your corporate culture.
4. Continuous Feedback
By conducting regular employee surveys, you can monitor the progress of your corporate culture improvement initiatives.
You can evaluate whether implemented measures are effective and make adjustments where necessary.
5. Communication and Transparency
easyfeedback provides opportunities for transparent communication with employees.
You can share employee survey results, explain measures for improving corporate culture, and actively involve employees in the development process.
Conclusion
Overall, easyfeedback can help organizations develop a positive and productive corporate culture and continuously optimize it by enabling companies to use employee feedback effectively and implement targeted improvement measures.
