This article will explore how inclusion and a positive organizational culture can transform a company, leading its employees to reach their full potential and contributing to the overall success of the organization.

What will you read about in this article?

  • Positive Organizational Culture vs. Negative Organizational Culture
  • Inclusion, a Key Piece in Positive Organizational Culture
  • The Essence of a Positive Organizational Culture

 

Positive Organizational Culture vs. Negative Organizational Culture

Laura and Jorge find themselves waiting for the lift each morning in the large office building where their companies are located. But beyond the location, they share no similarities. Jorge gets off on the seventh floor, and Laura on the eighth.

Laura walks through her company’s door with enthusiasm. She enjoys her days there, the workspace, her colleagues, and her daily tasks. Meetings are collaborative, and her ideas always find a place. She feels valued and respected as a professional, which directly impacts her self-esteem. This drives her to innovate and give her best, reflecting a strong commitment to the company.

In contrast, Jorge experiences a very different reality one floor below, in a different company. For him, each day is a battle. Meetings are filled with tension. He feels that the long hours he works or the efforts he puts into projects are not recognised. Perhaps the problem is his? He doubts himself and his professionalism. Jorge feels demotivated and frustrated. The lack of support undermines his confidence and creativity, leaving him stagnant. His constant desire to escape that environment leads him to seek new opportunities outside the company.

Positive and negative organizational cultures create opposing realities. While Laura thrives in a supportive environment, Jorge’s potential is wasted, and he feels frustrated in one of stress and disdain. Creating inclusive and respectful environments not only transforms lives but also ensures long-term business success.

 

Inclusion, a Key Piece in Positive Organizational Culture

An inclusive organizational culture is not just about giving space to anyone, regardless of their gender, ethnicity, nationality, or abilities. As we’ve seen in previous articles, an inclusive organization generates a sense of belonging where company members feel recognised, valued, and respected as individuals and feel free to be themselves in their work context.

These organizations not only implement diversity and inclusion policies but also ensure they are enjoyed by all team members. They invest in employee training, offer wellness programmes, and promote a healthy work-life balance.

This approach has been supported by nearly a decade of research conducted by McKinsey through their Diversity Matters report series. Studies have revealed that diversity in leadership is directly related to better business performance and a more positive organizational culture. Their latest study found that this diversity is also associated with holistic growth ambitions, positive social impact, and greater job satisfaction.

At a time when companies are under pressure to maintain financial performance while navigating a changing business environment, creating a culture of transparency and inclusion while meeting financial performance can seem complex. The good news is that these goals are compatible and mutually beneficial.

McKinsey’s latest analysis shows that companies with greater diversity on their boards are 27% more likely to achieve better financial results than those in the bottom quartile.

 

The Essence of a Positive Organizational Culture

Often, companies promote their organizational culture with superficial benefits. However, the true essence of a solid positive organizational culture lies in how people are valued. It involves open communication, mutual respect, shared goals, and a genuine commitment to employee growth. At least that is what the results of a study published by The Great Place to Work tell us:

Transparency

A crucial factor is transparency. According to their data, in the best companies, 83% of employees consider their leaders to be honest, compared to 42% in average companies. People who work in companies with higher rates of transparency are five times more likely to want to stay long-term and 11 times more likely to consider their workplace excellent.

 

“In the best companies, 83% of employees believe their leaders to behonest.”

 

Respect

If we want respect to be an indispensable ingredient in organizational culture, it must be modelled from the top. The study concludes that companies with a positive organizational culture show respect by recognising employees’ efforts, considering their opinions, and caring for their well-being.

Pride

Employees who feel proud of their workplace believe in the company and what it represents, from its products to its impact on the local community. Receiving fair pay for their work makes employees twice as likely to consider their workplace excellent. However, when employees are proud of their work, they are 20 times more likely to say their work environment is excellent, according to The Great Place to Work.

Belonging

Companies with a positive organizational culture do not just say they value their employees; they demonstrate it. They celebrate employee achievements, ensure new members feel welcome from day one, and embrace diversity. The result, according to the research, is that employees with a strong sense of belonging are three times more likely to be excited to go to work and five times more likely to want to stay at the company long-term.

Innovation and Creativity

When leaders create a safe environment to express ideas and make suggestions, employees are 31 times more likely to see their workplace as a breeding ground for innovation. Cultures that encourage innovation inspire loyalty, trust, and a greater willingness to give their best at work.

Considering all this, we could say that a positive organizational culture goes beyond superficial benefits. It could be argued that it’s based on pillars such as transparency, respect, pride, belonging, and innovation. These qualities have the potential to create a healthy and productive work environment, which, in theory, could contribute to the sustained success of the company.

 

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