Rid the Organization of an Inconsistent Culture to Improve Employee Engagement

Don’t let a confusing culture leave your employees in disarray.

Your Challenge

  • Whether or not leaders at your organization have intentionally created a culture, one exists. Those unintentional cultures that are organically grown often have inconsistent policies, practices, and behaviors. There is no dominant culture for leaders to consciously align decisions with, because the culture is undefined or unintentional.
  • The result of these unintentional cultures is that 30% of corporate cultures are unhealthy. Given that culture is one of the top drivers of employee engagement, employee happiness and commitment suffer. 

Our Advice

Critical Insight

  • Culture is one of the top drivers of employee engagement, and employee engagement drives key business metrics. Compared to disengaged employees, engaged employees generate 43% more revenue, are twice as likely to be top performers, and are 38% more likely to stay at their organization, even when offered a 10% raise in pay for a similar position at another organization.
  • Beyond engagement, a healthy corporate culture brings many benefits, including attracting and retaining the right people, high levels of productivity, and increased retention.
  • Only 33% of employees surveyed rated their organization’s corporate culture as healthy.
  • There are four dominant culture types: Competitive, Innovative, Cooperative, and Traditional. Changing a corporate culture can be a great endeavor. Identifying your organization’s dominant culture type to better align company policies, practices, and programs is a good place to start.  

Impact and Result

  • Diagnose your organization’s culture to better understand the challenges of each culture and how to minimize them.
  • Reinforce your organization’s dominant culture by using the right engagement drivers and implementing effective initiatives.
  • Identify existing subcultures to ensure they are helping, and not harming, your organization’s dominant culture.


  • In-depth interviews with HR professionals, subject matter experts, employees, and managers to gain a better understanding of identifying and reinforcing dominant cultures and dealing with subcultures.
  • A series of engagement surveys to understand the impact culture has on employee engagement and other drivers of engagement such as manager relationships, employee empowerment, company potential, and senior management relationships.
  • A survey with over 130 respondents directed at executives and HR professionals to better understand the challenges organizations face when it comes to reinforcing and intentionally creating each of the four culture types.

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See how all the steps you need to take come together, with tools and advice to help with each task on your list.

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Get to Action

  1. Identify and reinforce the organization's dominant culture

    Minimize associated challenges and stop employee disengagement.

Guided Implementation Icon Talk to an Analyst

Our analyst calls are focused on helping our members use the research we produce, and our experts will guide you to successful project completion.

  • Book an Analyst Call on this topic. You can start as early as tomorrow morning. Our analysts will explain the process in your first call.
  • Get advice from a subject matter expert. Each call will focus on explaining the material and helping you to plan your project, interpret and analyze the results of each project step, and setting the direction for your next project step.

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