7 Traits of Companies with Truly Great Workplace Cultures

A strong workplace culture isn’t built overnight. It’s cultivated - through clarity, consistency, and care. Organisations with exceptional cultures don’t just write values on the wall; they live them in every conversation, policy, and decision.

At scarlettabbott, years of consultancy experience have revealed what truly sets great cultures apart. These organisations don’t rely on slogans or perks to inspire people - they design intentional experiences that help employees feel connected, supported, and proud of where they work.

As explored in the World Changers 2025 report, the world of work is changing rapidly - but the fundamentals of great culture remain remarkably consistent. Here are the seven traits that define the companies where culture truly thrives in 2025.

1. Their Leaders Lead with Purpose and Consistency

Every culture starts with leadership. In great workplaces, leaders don’t just talk about purpose - they demonstrate it. Their decisions, tone, and everyday behaviours align with the organisation’s values and ambitions.

Strong leaders create clarity by communicating the “why” behind their strategies and staying transparent through challenges. They also model empathy, showing that commercial success and humanity aren’t mutually exclusive.

When leadership behaviour reflects company purpose, employees trust the direction of travel - and culture becomes self-sustaining rather than enforced.

2. Their Values Are Lived, Not Listed

Many companies have values. Far fewer have values that people can actually feel. Great cultures make those principles tangible, shaping how people treat one another, make decisions, and measure success.

These organisations:

• Integrate values into recruitment, recognition, and reward.
• Share stories of employees who embody them.
• Hold everyone - from new starters to the CEO - accountable for living them.

Values are only powerful when they guide real choices. In great cultures, they’re not an annual talking point; they’re part of everyday language.

3. They Empower Employees to Speak - and Be Heard

A culture of listening isn’t created by annual surveys; it’s built through continuous, two-way dialogue. Great organisations don’t just invite opinions - they respond to them.

They create safe spaces for feedback, whether through manager check-ins, anonymous listening tools, or open forums where employees can challenge respectfully.

The difference lies in the follow-through. When people see their ideas shaping real change - new initiatives, improved policies, better communication - they know their voices matter. That trust fuels long-term engagement and loyalty.

4. They Prioritise Wellbeing as a Business Imperative

The best workplace cultures understand that wellbeing isn’t a benefit - it’s a foundation. They see a direct line between wellbeing and performance, and they invest accordingly.

These organisations focus on more than physical health. They promote psychological safety, flexibility, and belonging. They train managers to spot early signs of burnout, encourage open conversations about mental health, and remove the stigma from asking for help.

By embedding wellbeing into every stage of the employee journey, they create workplaces where people can bring their whole selves - and perform at their best.

5. They Recognise and Reward Meaningfully

Recognition is one of the simplest yet most overlooked elements of a thriving culture. The best organisations understand that saying “thank you” - and meaning it - is one of the most powerful motivators available.

But meaningful recognition goes beyond handing out vouchers or bonuses. It’s about acknowledging effort, values, and contribution in ways that feel authentic.

Great companies build recognition into daily routines: team meetings that highlight success, peer-nominated awards, personalised messages from leaders. They make appreciation part of their identity - not an afterthought.

When employees feel seen, they stay connected. Recognition reminds people that their work matters, and that’s the cornerstone of loyalty.

6. They Embrace Change with Empathy

Even the strongest cultures face disruption - from technological shifts to organisational restructuring. What sets great companies apart is how they manage it.

They approach change with empathy, communication, and inclusion. Leaders explain why decisions are made, not just what they mean. They give people time to process, ask questions, and contribute to shaping the next chapter.

This transparency builds resilience. When employees feel informed and respected during transitions, they stay engaged rather than anxious. Great cultures aren’t static - they evolve gracefully.

7. They Measure, Reflect, and Improve Continuously

Cultural success isn’t luck; it’s maintenance. The best organisations treat culture like a living system - one that needs constant attention, feedback, and fine-tuning.

They regularly measure key indicators such as engagement, retention, trust, and wellbeing. They gather qualitative feedback through conversations and storytelling. And crucially, they act on what they learn.

Continuous improvement keeps culture aligned with business growth and external change. It ensures the employee experience never stagnates - it matures.

Frequently Asked Questions

What makes workplace culture different from employee engagement?

Engagement measures how people feel; culture shapes why they feel that way. It’s the shared system of values, behaviours, and expectations that defines everyday life at work.

Can culture really be designed?

Yes - culture can absolutely be designed and shaped. It requires intentional actions, consistent communication, and leadership that models the desired behaviours.

How can an organisation identify its cultural strengths and weaknesses?

By combining data (like engagement surveys) with honest conversation. Regular listening and external insight can reveal the gaps between stated values and lived experience.

What role does leadership play in shaping culture?

A crucial one. Leaders set the emotional tone, demonstrate priorities through action, and create psychological safety for others to follow.

How long does it take to change workplace culture?

Meaningful change takes time - often months or years. But incremental progress can start immediately with consistent leadership and clear communication.

What’s the biggest barrier to a healthy culture?

Inconsistency. When employees hear one thing but experience another, trust erodes quickly. Alignment between words and actions is essential.