Building a High-Performance Culture Report: Key Lessons from Top Cultures for 2017

New Report: Company Culture Trends & Insights

We’re all curious about how other companies prioritize and achieve the goals they set when it comes to company culture. But we’re especially curious about how best in class organizations do it.

We’re here to share a peek inside some high-performance cultures and provide considerations to help transform your culture into a competitive advantage.

In collaboration with Entrepreneur, CultureIQ polled 28,371 employees from hundreds of companies of different sizes, industries, products, and services to evaluate their company culture and create the Top Company Cultures list (be sure to check that here!). Through the data collected, we determined which elements of culture are most important to these organizations and where they focus to create high-performing cultures.

The result: a report full of insights that can inform your culture strategy going forward. Check out some key findings below. 

high-performance culture

Winning and non-winning organizations have the same top and bottom scoring qualities.

Overall, companies included in this study rank highest in Work Environment and Collaboration and lowest in Wellness and Communication. Since all applicants to the Top Company Cultures program, regardless of whether they made the list, were high-performing cultures, this indicates which cultural elements are strongest across high-performing cultures.

Work Environment, Support and Mission and Value Alignment are what matter most to employees at companies with high-performing cultures.

While all qualities impact eNPS, the driver analysis indicates that these three qualities have the greatest impact on eNPS. Given limited resources available for culture change, addressing one of these three areas can lead to the greatest increase in eNPS.

In winning cultures, leadership is a key differentiator.

Leaders are responsible for role-modeling the mission, values and positive behaviors at an organization. Employees at companies with winning cultures showed significantly higher scores in the follow-up statements related directly to leadership confidence, caring, and listening.

Women rated culture lower than men.

Across all culture qualities, women consistently rated culture performance lower than men, but age did not have a significant impact on cultures scores.

Employees of different tenure, job type, and level experience culture differently.

Employee sentiment varies by tenure, job type (i.e. salaried or hourly), and level. Employees with greater tenure may begin to assess their company culture more critically and tend to give lower ratings than their newer colleagues. Those with salaried jobs and higher level positions rated culture more positively, possibly due to greater stability, autonomy, and accountability.

As companies increase in size, their culture scores decrease.

Large companies face unique culture challenges because of their size and complexity. Small organizations tend to have stronger cultures but face the challenge of staying consistent and true to their values as they grow.

Download the full report here.

On May 11th, we’re hosting a webinar, in which our Culture Strategy team will explore the findings and what they mean for your company. Register here!

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