Here are some important measures of performance in the office and components of company culture that you need to be tracking.

As the company grows in employee count and revenue, the culture changes. Staffing may spread out more in different locations ...

Many popular companies and institutions such as McKinsey, Bain and Harvard have already explored the topic of corporate culture in various ways, to the point where it's now widely recognized that ...

When messages feel purely top-down or transactional, internal comms leaders miss the opportunity to reinforce shared values, ...

Building a strong company culture requires more than good intentions—it demands deliberate action, clear systems, and hard ...

McLean & Company's Case Studies: Articulate Organizational Culture showcases detailed examples of successful cultural articulation, including the decisions and actions organizations take as they apply ...

16 Metrics and Indicators for Measuring Company Culture from Experts Company culture shapes every aspect of business performance, yet many leaders struggle to measure it effectively. We asked industry ...

Culture forms the essence of any organization. It defines how employees interact, collaborate, and align themselves with the company’s vision, and mission values. A robust culture not only attracts ...

Company culture doesn’t affect performance. That’s not a hot take, that’s what a 2022 meta analysis from the Chartered Institute of Personnel and Development found when they compared more than 500 ...

It's not the dysfunctional culture that kills great companies — it's the denial of it. Leaders must face the brutal reality ...

Understandably, companies have historically mainly been primarily in building cultures that define and promote their corporation’s values, norms, and beliefs. But while workplace culture is important, ...

The Fast Company Executive Board is a private, fee-based network of influential leaders, experts, executives, and entrepreneurs who share their insights with our audience. Workers quit for many ...