The top 7 habits of companies with exceptional workplace culture
What makes some companies thrive while others struggle with low morale, high turnover, and internal conflict? In many cases, the answer lies in one simple but powerful factor: organizational culture. A strong workplace culture isn’t built overnight—it’s the result of intentional habits, leadership decisions, and consistent values that shape how people work together and succeed.
In this article, we’ll explore the seven key habits that companies with exceptional workplace culture have in common. Whether you’re managing a startup or leading a large organization, these habits can help you build a culture that retains top talent, drives performance, and promotes long-term success.
1. They prioritize open communication at every level
In organizations with a strong culture, communication is never an afterthought—it’s a habit deeply embedded into daily operations. These companies go beyond quarterly updates or top-down memos. They foster open, two-way communication between leadership and employees, across departments, and even with clients.
For example, companies like Google and HubSpot have embraced the habit of regular feedback through employee surveys, all-hands meetings, and transparency dashboards. This creates a workplace where people feel heard and valued.
Open communication also reduces confusion, speeds up problem-solving, and helps leadership stay connected with the real challenges employees face. According to a study by McKinsey, companies that communicate effectively are 3.5 times more likely to outperform their peers.
2. They invest in employee development continuously
Companies with outstanding workplace cultures understand that investing in their people is key to sustainable growth. They don’t treat training and development as one-time events. Instead, they weave continuous learning into the fabric of the company.
This includes offering:
- Access to online courses and certifications
- On-the-job training
- Mentorship and coaching programs
- Career path planning
When employees see that their employer is committed to their personal and professional growth, they become more engaged and loyal. LinkedIn’s 2023 Workplace Learning Report found that 94% of employees say they would stay at a company longer if it simply invested in helping them learn.
3. They hire and promote based on values, not just skills
Exceptional workplace cultures are built on shared values. Companies that excel in this area make a habit of hiring and promoting people whose values align with the organization’s mission and ethos, not just those with the most technical expertise.
This approach may slow down the hiring process, but it pays off in cohesion and collaboration. Values-driven hiring also reduces the risk of cultural misfits who can create conflict or drain morale. In organizations working to improve inclusivity, partnering with a seasoned DEI consultant can help establish fair hiring practices and inclusive promotion strategies that support long-term cultural health.
Zappos, known for its unique culture and customer-first attitude, famously offers new hires $2,000 to quit after their first week, just to make sure they truly want to be there. That’s how seriously they take cultural alignment.
4. They celebrate wins (big and small)
Celebrating success is more than just a feel-good gesture—it’s a powerful habit that reinforces desired behaviors and keeps morale high. Top-performing companies make recognition part of their day-to-day operations. This might mean:
- Weekly shoutouts during meetings
- Peer-to-peer recognition systems
- Performance bonuses
- Personalized thank-you notes from leadership
Recognition doesn’t have to be extravagant to be effective. According to research from Gallup, employees who receive regular recognition are 4.6 times more likely to feel engaged at work.
By consistently celebrating both individual contributions and team milestones, organizations send a clear message: your work matters.
5. They encourage psychological safety
In high-trust cultures, people feel safe to express opinions, admit mistakes, and challenge the status quo without fear of retaliation or embarrassment. This concept, known as psychological safety, is a major driver of innovation, performance, and collaboration.
Google’s Project Aristotle, which studied hundreds of their internal teams, found that psychological safety was the most important factor distinguishing successful teams from average ones.
Companies with strong cultures make it a habit to:
- Listen without judgment
- Accept failure as a learning opportunity
- Address conflict with respect
- Train managers to foster inclusive conversations
Without psychological safety, employees tend to stay silent, even when they have great ideas or notice risks. And that can cost companies dearly.
6. They create a sense of purpose beyond profits
While salary and benefits matter, what truly sets exceptional companies apart is a clear, shared purpose that goes beyond making money. Employees want to feel that their work contributes to something meaningful—whether it’s advancing technology, serving communities, or protecting the environment.
Companies like Patagonia, for instance, embed environmental activism into their brand and operations. This inspires employees to go the extra mile because they believe in the mission.
When a company’s purpose is visible, authentic, and actionable, it unites teams and gives everyone a reason to care, especially among younger generations. In fact, 76% of Millennials say they consider a company’s social and environmental commitments before deciding where to work, according to a survey by Cone Communications.
7. They model cultural values from the top down
Lastly, no amount of HR training or mission statements can substitute for leadership by example. At companies with strong cultures, the C-suite doesn’t just talk about values—they live them. This creates alignment across the organization and builds trust from the ground up.
Leaders who embody humility, accountability, inclusiveness, and empathy set the tone for how everyone else behaves. Whether it’s how they communicate during a crisis, treat employees in tough times, or handle conflict, their actions speak louder than any internal memo.
Research from Deloitte shows that 94% of executives and 88% of employees believe a distinct workplace culture is important to business success—but only when it’s demonstrated, not just stated.
Conclusion: Culture is a daily habit, not a one-time initiative
Building a strong workplace culture doesn’t happen because of a single retreat, handbook, or vision statement. It’s the result of consistent, intentional habits practiced by everyone, especially leaders. From open communication and values-based hiring to psychological safety and purpose-driven leadership, these habits reinforce a company’s identity, resilience, and unity over time.
If you’re serious about building a workplace people want to be part of, these seven habits are the blueprint. Start small, stay consistent, and make culture part of your company’s everyday success story.