What Team Culture Means


Woman at work overwhelmed with head in hands

The team culture in your business determines the level of productivity achieved and drive the environmental well-being within the workspace.


Let me ask, "Have you ever been in a team where the culture, good or bad, has impacted you?"


I ask because what is happening within the team impacts you as an individual, but it also affects the team’s morale and engagement, not to mention the productivity and profitability of the business.


A good 'team culture' is becoming a game changer as companies work through the ever-changing landscape of doing business, and endeavouring to retain key talent.


Managers need to be aware that how they lead has a massive impact on team culture. This includes having shared values and being clear on the behaviours that will, and will not, be tolerated.


When you ensure that everyone takes personal responsibility for living these values on a daily basis, you not only create a healthy workplace environment, you'll be well on your way to creating a team culture that is both productive and positive.


A 2022 company culture statistics compiled by TeamStage shows:

  • 46% of job seekers said company culture was a deciding factor.

  • 15% of job seekers declined a job due to the company's culture.

  • 88% of job seekers said healthy work culture is vital for success.

  • 12% more productivity from satisfied employees.

  • 75% of Millennials, the generation representing 35% of the global workforce, are primarily interested in the work environment and professional growth.

But here's where it gets interesting.

  • Only 28% of executives understand their company's culture - that's low!

  • Team leaders have the highest impact on company culture. A good team leader can improve productivity, and there is a massive 70% difference in culture quality between companies with lousy and great team leaders.

  • A study found that corporations with motivated workers outperformed those with low employee engagement by 202%!

Leaders should lead by example. Expectations around behaviours that support values flow down from the top, and the old style of ‘command and control’ has largely been replaced by leaders who act as mentors rather than as taskmasters. Encouraging and showing respect towards your team goes a long way towards reducing conflict and stress, creating a culture that builds healthy relationships, supports emotional wellbeing and personal growth.


Obviously, dynamics between humans vary, but the company's overall culture generally influences them. When individuals work for a business that shows you respect, listens to your ideas, encourages your personal growth and professional development and gives you some form of creative leeway, this generates productive energy and a sense of ownership to any project you're assigned. There will also be a sense of cohesiveness between you and your co-workers.


'A hallmark of a healthy creative culture is that its people feel free to share ideas, opinions, and criticisms. Lack of candour, if unchecked, ultimately leads to dysfunctional environments.' — Ed Catmull, President of Pixar

Working with others is a shared experience. It is a time to collaborate and share knowledge, but more importantly, it’s a time to communicate and support. This goes for the team leader/manager as well as the members of the team. Where there is a strong culture, you will find trust and integrity as everyone will be confident to do what is right and beneficial for the outcome.


Once a team and it’s leader work together towards identified outcomes, it provides a harmonious and productive work environment. People will enjoy their work, be happier and be committed to the long term success of the companies objectives. On the other hand, if the culture declines and becomes toxic, productivity will fall away, and resignations usually follow.


Here is a checklist for you to go through that will give you an idea of where your culture is at. When you look at your business, ask yourself:

  • Does your company have a set of values?

  • Were your employees part of creating these values?

  • Would all of your employees be able to articulate the company values?

  • Can everyone identify the communication, attitudes and behaviours that bring your values to life?

  • Do your managers and team consistently uphold the values?

  • Does everyone feel confident in calling out behaviour that supports/goes against your company values, regardless of who displays the behaviour?

  • Are there appropriate consequences when values are not upheld?

  • Are there appropriate rewards when values are consistently being upheld?

  • Do your values guide your decision making and support customer service?

When you create a foundation of respect, support, inclusion and collaboration you have the building blocks of a great team culture and a successful and sustainable business.

And if you want some support to help you get there, fill in your details on the CONTACT page and let’s talk.