My husband attended a meeting where he was asked about building a good team culture. He is interested in the people side of an organisation, but he is more process-driven. As a result, he found the question challenging to answer.

Workplace culture is a buzzword that echoes through boardrooms, LinkedIn posts, and management seminars. Yet, beneath the glossy surface, many fail to grasp its true essence. Culture isn’t a mere collection of free snacks, coffee machines, or casual Fridays. It’s not about the colourful office walls or the annual team-building retreats. True culture resides in the unscripted moments—the hallway conversations, the way decisions are made behind closed doors, and the unwritten rules that govern behaviour.

Culture reveals itself in the small acts of kindness, the respectful disagreements, and the commitment to excellence. It’s the trust built over coffee breaks, the laughter echoing through empty hallways, and the resilience that keeps us going when challenges mount. It is something that can’t always been seen but can certainly be felt.

Culture is often described as “the way we do things around here.” But in your organisation, is it merely a set of stated values or something deeper? In reality, culture is not your company brand or the eloquent speeches delivered at meetings. It’s actual day-to-day behaviour—the choices made, the actions taken, and the habits formed when the spotlight isn’t on.

Why is culture misunderstood?

Culture is one of those words that is freely used by employees and organisations alike. Employees can be heard saying, “I want to work somewhere that has a good culture” – but what does that actually mean? Similarly, some businesses will promote their ‘family culture’, but fail to articulate the actions and behaviours that drive this. Here are just three of the reasons that culture is misunderstood:

1. Superficiality: People often reduce culture to a checklist of perks. They mistake bean bags for camaraderie and ping pong tables for innovation. But culture isn’t a prop; it’s the heartbeat of an organisation.

2. Lack of Awareness: Leaders may promote their company’s values, but do they truly understand how those values translate into everyday actions? Culture isn’t about what’s printed on posters; it’s about the behaviours that often go unnoticed.

3. Invisible Threads: Culture weaves itself into the fabric of an organisation when no one is watching. It’s the manager who listens empathetically, the team member who shares credit, and the quiet courage to challenge the status quo. It is also the team that decides on their own accord to cook meals for a co-worker going through a challenging time.

5 tips to articulate your workplace culture

Articulating the workplace culture isn’t just about finding words, it is understanding the hidden and desired behaviours that shape your workplace. Here are 5 tips to start the process:

1. Define Your Values:

• Clearly articulate your company’s core values. These serve as the foundation of your culture.
• Ensure that key stakeholders (including executives) are involved in creating a single value statement that reflects the organisation’s vision and purpose.

2. Set Clear Objectives:

• Ensure that employees understand the organisation’s long-term goals.
• Align individual and team objectives with the broader mission to reinforce cultural alignment.

3. Promote Inclusion and Diversity:

• Establish diversity initiatives and foster inclusive practices.
• Encourage collaboration across all background and experiences to create a culture that is dynamic and representative of the customer base.

4. Transparency and Communication:

• Encourage transparency at all levels.
• Foster open communication among department heads, management, and team members.
• Invite every employee to have a seat at the table and empower them to share their ideas and concerns.

5. Share Your Story:

• Articulate the organisation’s culture through storytelling.
• Communicate the journey, milestones, and values that define your organisation.
• Use internal channels, such as newsletters or town hall meetings, to reinforce this narrative.

Culture is the sum of our hidden actions

In the quiet corners of our workplaces, away from the spotlight and the watchful eyes, culture shows its true essence. It’s not the polished slogans or the framed mission statements that define us—it’s the unguarded moments, the whispered conversations, and the choices made when no one is watching. It’s the camaraderie during late-night brainstorming sessions, the empathy extended to a colleague in need, and the integrity upheld when shortcuts beckon.

Culture isn’t a facade; it’s the sum of our hidden actions—the choices we make when the spotlight fades. It’s about recognising the behaviours that shape the work environment—the small acts of kindness, the accountability, and the trust built over time. As Peter Drucker said, “Culture eats strategy for breakfast.” So let’s peel back the layers, question assumptions, and embrace the culture that thrives when no one is watching.