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More than 50% of executives report that corporate culture significantly impacts profitability, growth rates, productivity, creativity, and the overall value of their organization. (1) This significant number underscores the critical role that company culture plays in driving employee performance. Employees inevitably will struggle if the values, vision, and culture of the organization do not align. When it comes to fostering company culture, it is equally essential to give top performers positive reinforcement by rewarding them.

Why is this? Well, contrary to popular opinion, authentic company culture is not founded on the ability to work remotely, office perks such as free food and drinks or the number of vacation days granted annually. It is, rather, founded on the compensation, promotions, and terminations of employees. Their colleagues watch them succeed or fail and, whether consciously or subconsciously, view the employees who succeed as role models. After all, they “got it right,” so theirs is a good example to follow.

At the same time, the values of a company are the pillars that hold up its culture. A lack of alignment between values and rewards can cause cracks in employees’ impressions of your organization and eventually erode morale. For this reason, it is essential to strike a balance between values and incentives.

The prospect of achieving the aforementioned balance may sound overwhelming. While it can certainly be challenging, establishing and maintaining a strong culture with a clear corporate identity is entirely possible when companies follow specific strategies.

Recognize Good Work Daily

Tangible rewards are not necessary every single day. Recognizing good work daily means acknowledging their efforts and achievements. This can be done one-on-one with the employee in person, via email, or by highlighting their hard work through marketing channels such as company blogs, newsletters, social media, and organizational meetings.

Doing so serves two purposes. It engenders goodwill and gratitude in the employee receiving the recognition, positioning them as an example to their coworkers, who will feel motivated to improve their own performance.

Reward Values And Work

Recognizing the “how” that leads to productivity is critical to aligning with your organizational culture and values.  For example:

Many employees work hard and produce, but they often lack ethics or are generally disliked by their colleagues because they fail to treat people well. At the end of the day, while performance is very important, people want to work with people they like on some level. People who treat others well are generally likable.

In other cases, some employees who produce do so in a perfectly ethical manner, but still may not adhere to the values you have set forth. For example, if work-life balance is part of your culture, a workaholic may not be the best employee to recognize publicly.

When employees who produce while honoring your organization’s values are held up as examples of your company’s values in action, their co-workers will start to view them as role models and emulate them. This chain of events reinforces a positive culture, boosts morale, and builds trust in your organization’s values.

Ask For Employee Input

One surefire way to ensure your values align with your company culture is to gather ideas and feedback from your employees. They are the lifeblood of your company, and they are out in the trenches every day. They know, more so than any of the top brass, what drives those who execute the operations of your business.

The input of new employees is equally important. Ask them what about your company culture compelled them to accept the job, and what they hope their experience will be like. They may have suggestions that will help you strengthen weak areas and resolve issues you did not previously know existed in the first place.

When employees feel like their opinions and experiences are valued, it boosts their engagement. This is important, as companies with highly engaged workers grow revenue 2.5 times more than companies with less engaged workers. (2)

While employee input is undeniably valuable, your human resources team will need to use its best judgment to determine whether or not the feedback you receive is on point. If it seems out of whack or self-serving – for example, the suggestion of a more relaxed culture from an employee who frequently calls off sick – it is probably best to disregard it.

Conclusion

Company culture, as well as the values and non-cash incentives that define it, can seem minor when you are hyper-focused on getting the job done, and done well. However, by taking a bit of extra time and giving your organization’s culture the attention it deserves, you will motivate employees to work harder and to emulate those who remain true to the culture. The end result will be happy, driven employees who make a concerted effort on their work, feel goodwill toward your company, and rave about it to their social circle.

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SOURCES:

1 https://bonfyreapp.com/blog/8-stats-building-a-corporate-culture

2 https://www.bain.com/insights/the-chemistry-of-enthusiasm

This article was last updated on July 17, 2025

Eloisa Mendez
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