50 Real-World Examples of Great Company Culture

“Culture eats strategy for breakfast.” as said by Peter Drucker

This means that no matter how good a company’s plans or goals are, they won’t work if the culture is negotiable. A toxic work environment can hold a business back, while a positive culture helps people do their best work and keeps the company moving forward.

The numbers speak for themselves: employees who feel their mental health is harmed at work are:

• 37% more likely to take time off
• 18% less productive
• Make 60% more mistakes

Even worse, many workers take time off just to avoid toxic environments. According to a SHRM study, employees who experience workplace incivility take an average of 1.6 extra days off per month to escape it.

So, what makes a great company culture? The best way to understand it is by learning from companies that have done it right.

Before Exploring Good Company Culture Examples, Ask Yourself These Key Questions

Before pulling inspiration from Google, Apple, or Netflix, take a moment to reflect on your own organization. Ask yourself:

What Does Company Culture Actually Mean, and Why Should You Care?

Company culture is how a workplace feels and operates, the shared values, beliefs, and working methods that bring employees together. It shapes how people think, collaborate, and make decisions every day.

At its core, company culture is what defines how a company runs and how employees experience their work. When strong, people feel motivated, aligned, and clear on expectations. But when culture is weak or inconsistent, employees may struggle with direction, leading to disengagement and higher turnover.

If businesses want long-term success, defining and strengthening their company culture should be a top priority.

How Does Company Culture Affect Employee Engagement and Retention?

A company’s culture directly impacts how engaged employees feel and whether they would stay for long-term. In fact, according to Gallup, employees who feel connected to their company’s culture are 4x more likely to be engaged at work. A well-defined culture leads to:

• Higher job satisfaction
• Increased motivation 
• Better teamwork
• Loyal employees 

To ensure that your employees feel aligned and supported, make sure you actively build and maintain a positive work culture. Otherwise, employees may start looking for opportunities elsewhere (in the worst-case scenario, they start working with/for your competitor), which can directly impact your business performance.

Why Your Company Culture Could Be Holding You Back (And How to Fix It)

Many companies think they have a great culture just because they have a set of values written down. But in reality, if employees don’t feel those values in their daily work, the culture isn’t working. 

Example: Misaligned Company Culture
Imagine a company that proudly lists “Work-Life Balance” as one of its core values. It’s even painted on the break room wall. But in practice, employees are expected to answer emails late at night, attend meetings on weekends, and hit unrealistic deadlines.

The result? Employees start to feel burned out and resentful. They don’t believe in the “Work-Life Balance” value anymore because it’s not part of their reality. Over time, this leads to high turnover and difficulty attracting candidates who genuinely care about balance.

The Fix: To align culture with values, leadership needs to model the behavior they promote. That means respecting work boundaries, creating realistic timelines, and rewarding those who prioritize their health and family life. When employees see actions that reflect the company’s values, they’ll believe in the culture—and live it.

Here are signs that your company culture might be working against you:

• If employees are quitting often, it’s not just about salary. Complaints about burnout, poor leadership, or feeling unappreciated in exit interviews are red flags.
• If candidates accept offers but leave quickly, or if it’s hard to attract top talent, your company culture might not be resonating with them. People want to work where they feel they belong.
• When employees don’t communicate well or hesitate to share ideas, it could mean your culture isn’t fostering trust and collaboration.

So, how do you fix these concerns?

• Listen to your employees. Use surveys, feedback tools, and open conversations to understand what’s working and what’s not.
• Turn values into action. Employees should be reflected in hiring, promotions, and how teams work together. They should see those values in action, not just hear about them.
• Lead by example. Culture starts at the top. Employees won’t take it seriously if leaders don’t practice what they preach. Leaders who live company values set the tone for everyone else.

50 Real-World Company Culture Examples That Actually Work

A strong culture doesn’t happen by accident. It’s built through consistent effort. If businesses ignore company culture problems, they’ll struggle to grow. 

Below are the 50 real-world best company culture examples from different industries:

1. Google – A Culture of Innovation and Psychological Safety

For a good reason, Google is often seen as the gold standard for company culture. Its workplace is built on innovation, collaboration, and psychological safety, meaning employees are encouraged to experiment, take risks, and learn from failures without fear of punishment.

• One of the most well-known aspects of Google’s culture is its “20% time” policy, where employees get to spend 20% of their work hours on personal passion projects. This has led to some of Google’s biggest innovations, including Gmail, Google Maps, and AdSense. The idea is that when employees are given the freedom to explore their creativity, they produce breakthrough ideas.
• Collaboration is also at the heart of Google’s culture. Employees work in open office spaces, and the company hosts weekly TGIF (Thank Google It’s Friday) meetings, where anyone can ask leadership, including the CEO, questions about the company’s direction.
• To keep employees engaged, Google provides perks like on-campus wellness programs, free gourmet meals, nap pods, and fitness centers. This culture of freedom, creativity, and continuous learning makes Google a magnet for top talent worldwide.

2. Apple – A Culture of Perfection and Attention to Detail

Apple’s culture is defined by high standards, precision, and secrecy. Unlike Google’s free-flowing innovation, Apple thrives on structured creativity, ensuring that every product is polished to perfection before it reaches customers.

• Employees work under a culture of secrecy, limiting access to information until necessary to maintain product confidentiality.
• There is an obsessive focus on user experience, where even the smallest design element is carefully refined.
• Apple’s “top-down leadership style” fosters fast decision-making and clear accountability, which keeps the company focused on delivering excellence.

3. Netflix – A Culture of Freedom and Responsibility

Netflix believes in hiring the best and trusting them to do great work. Their “Freedom & Responsibility” culture is all about giving employees autonomy while holding them accountable for results.

• One of the boldest aspects of Netflix’s culture is its “no vacation policy”. Employees are trusted to take time off whenever they need it, without needing approval from a manager. This approach is based on the idea that responsible adults don’t need micromanagement—they know how to balance work and rest.
• Netflix also follows a high-performance culture, meaning the company has no tolerance for mediocrity. If an employee isn’t performing at the highest level, they are encouraged to leave with a generous severance package. This creates a workforce of only top performers, ensuring that everyone is highly skilled and fully committed to the company’s goals.
• Transparency is another pillar of Netflix’s culture. Salaries, business decisions, and company challenges are openly discussed, and employees are encouraged to give honest, direct feedback to leadership. There’s a radical transparency approach, where even senior-level decisions are openly shared with employees.

4. Microsoft – A Growth Mindset Culture That Drives Learning

Under Satya Nadella, Microsoft underwent a massive cultural transformation, shifting from a competition-driven to a growth-mindset-driven workplace.

• Employees are encouraged to learn from failures, challenge ideas, and continuously develop their skills.
• Microsoft invests heavily in upskilling employees and providing free access to LinkedIn Learning, Coursera, and AI training programs.
• The company also prioritizes inclusion and collaboration, breaking down silos and promoting teamwork across departments.

5. Amazon – A Culture of Customer Obsession and High Standards

Amazon is known for its fast-paced, high-performance culture, which is built around customer obsession, innovation, and operational efficiency. Every decision at Amazon revolves around delivering value to customers quickly and effectively.

One of the most defining aspects of Amazon’s culture is its Leadership Principles, which guide how employees work and make decisions. Some key principles include:

• Customer Obsession – Every decision starts with “What’s best for the customer?”
• Ownership – Employees are expected to take responsibility for their work, treating it as if they owned the company.
• Bias for Action – Speed is key; Amazon believes in making fast decisions and adjusting later if needed.
• To ensure agility, Amazon follows a “Two-Pizza Team” structure—teams are kept small enough that two pizzas could feed the entire group. This keeps decision-making fast, focused, and efficient.

6. Meta (Facebook) – A Culture of Boldness and Experimentation

Meta is a culture of “Move Fast, Break Things,” encouraging employees to experiment, take risks, and build at scale. Employees are given huge creative freedom and are expected to iterate quickly based on user feedback.

Transparency is another core pillar of Meta’s culture.

• The company provides open forums like internal Q&As with Mark Zuckerberg, promoting radical transparency.
• Meta’s performance-driven environment pushes employees to deliver at a fast pace, with frequent promotions and career growth opportunities.

This high-speed, innovation-first culture has helped Meta remain dominant in the digital space.

7. Tesla – A Culture of High-Intensity and Purpose-Driven Work

Tesla operates with intensity, urgency, and a strong mission to change the world. Unlike most companies, where work-life balance is emphasized, Tesla expects employees to be fully committed to its vision of accelerating sustainable energy. 

Tesla’s culture is driven by Elon Musk’s leadership style, which prioritizes:

• Speed over perfection – Employees are expected to move quickly and solve problems on the go rather than waiting for perfect solutions.
• First-principles thinking – Employees are encouraged to challenge traditional methods and rethink solutions from scratch.
• Hands-on work – Musk himself is known to work alongside engineers on the factory floor, setting the tone for a hands-on, no-ego culture.

8. Adobe – A Culture of Creativity and Work-Life Balance

Adobe’s company culture is built around creativity, innovation, and employee well-being. Unlike many tech companies that push high-intensity work environments, Adobe prioritizes work-life balance and long-term employee satisfaction.

One of the standout aspects of Adobe’s culture is the “Kickbox” innovation program. Every employee receives a Kickbox toolkit, which includes:

• A prepaid credit card for prototyping ideas.
• Guides and mentorship on innovation.
• Full ownership of the idea, meaning employees can develop and present their projects independently.

This allows employees at all levels to think creatively and contribute to Adobe’s growth. Also, Adobe offers paid sabbaticals every five years, giving employees a chance to rest, recharge, and gain new inspiration. 

9. Salesforce – A Culture of Philanthropy and Inclusion

The company is known for its Ohana culture (Hawaiian for “family”), which emphasizes trust, customer success, and giving back.

Salesforce pioneered the 1-1-1 model, where:

• 1% of company equity,
• 1% of the product, and
• 1% of employee time is donated to charitable causes.

This has led to billions of dollars and millions of volunteer hours being contributed to social good. Salesforce also fosters an inclusive and diverse work environment, with strong employee resource groups (ERGs) that support women, LGBTQ+ employees, and other underrepresented communities.

10. Spotify – A Culture of Agile Teams and Autonomy

Spotify is known for its unique team structure and flexible work environment, designed to foster innovation, autonomy, and collaboration. Unlike traditional corporate structures, Spotify follows a “Squads, Tribes, and Guilds” model, which allows employees to work in small, self-managed teams.

• Squads – Independent teams that function like mini-startups, working on specific projects.
• Tribes – A collection of squads that share a broader mission.
• Guilds – Cross-functional groups that allow employees to collaborate on shared interests (e.g., engineering, design).

This agile, decentralized structure gives employees the freedom to make decisions quickly without waiting for top-down approval.

Spotify also prioritizes work-life balance. Employees enjoy unlimited vacation days, flexible working hours, and the option to work remotely. The company values trust over micromanagement, allowing employees to set their own schedules as long as they deliver results.

11. LinkedIn – A Culture of Growth and Professional Development

LinkedIn’s company culture revolves around professional growth, learning, and internal mobility. Employees are encouraged to develop their skills and take on new challenges, making it one of the best places for career development.

One of the key programs LinkedIn offers is “InDay,” where employees are given one day a month to focus on personal or professional growth. They can use this time to learn a new skill, volunteer, or explore career opportunities within the company.

• The company invests heavily in mentorship programs and career coaching, helping employees map out their long-term goals.
• Employees have access to free courses on LinkedIn Learning, covering everything from leadership training to technical skills.
• Internal job transfers are encouraged, meaning employees can explore different roles without leaving the company.

12. Nvidia – A Culture of Deep Research and Innovation

Nvidia has built a culture that prioritizes cutting-edge research, collaboration, and long-term thinking. Unlike many companies focused on short-term gains, Nvidia gives employees the freedom to experiment and explore new ideas without immediate pressure to deliver results.

• The company promotes a “no-politics” environment, ensuring employees can focus on solving complex challenges without bureaucracy.
• Engineers are given the freedom to pursue groundbreaking AI and gaming research, fostering a strong sense of purpose.
• Nvidia values long-term thinking, allowing employees to work on ambitious projects without constant pressure for quick wins.

13. Airbnb – A Culture of Belonging and Hospitality

Airbnb’s culture is built around the idea of “Belong Anywhere,” both for employees and customers. The company aims to make employees feel as valued and welcomed as Airbnb hosts make guests feel in their homes.

• Employees are encouraged to travel and stay at Airbnb properties, giving them firsthand experience of the products they work on.
• The company fosters a mission-driven environment, where employees feel they are contributing to building a more connected and inclusive world.
• Airbnb strongly emphasizes diversity and global perspectives, ensuring that teams reflect the cultures they serve.

14. Shopify – A Remote-First Culture of Ownership

Shopify is one of the few major tech companies that has fully embraced remote work as a permanent model. The company shifted to a remote-first culture, giving employees the freedom to work from anywhere while staying highly autonomous.

• Employees are trusted to set their own schedules as long as they deliver results.
• The company provides a monthly stipend for home office setups, mental health support, and personal well-being.
• Shopify encourages employees to take full ownership of their projects, treating them like mini-entrepreneurs.

15. Zoom – A Culture of Happiness and Customer-Centricity

Zoom’s company culture is centered on happiness, employee well-being, and customer-first thinking. CEO Eric Yuan has personally shaped a culture that values kindness, transparency, and work-life balance.

• Employees are encouraged to prioritize well-being and avoid burnout, with company-wide “wellness days” where no one works.
• Zoom places a huge emphasis on customer experience, with employees constantly encouraged to gather feedback and improve the product.
• The company fosters a supportive, family-like culture where teamwork and collaboration are prioritized over internal competition.

16. Twitter (X) – A Culture of Speed, Ownership, and Reinvention

Twitter’s culture has changed a lot in the past year. Under new leadership and its rebranding to X, the company has shifted from a relaxed, open-culture environment to a fast-moving, high-accountability workplace. The focus now is on building quickly, taking ownership, and making an impact fast.

• Twitter now operates on a lean, execution-first model, where employees are expected to take full responsibility for their projects. There’s less reliance on bureaucratic decision-making, if you see a problem, you fix it.
• The previous culture emphasized work-life balance and employee well-being, but the new Twitter expects high commitment, long hours, and relentless execution. The lesson? Not every culture fits every employee, but if your business demands rapid transformation, you need a team aligned with that urgency.
• Post-acquisition, Twitter significantly downsized, removing what leadership viewed as “non-essential” roles and bureaucracy.

17. Intel – A Culture of Deep-Tech Excellence, Structure, and Inclusion

Intel has built a culture around precision, long-term research, and inclusivity. Unlike fast-moving startups, Intel takes a structured, engineering-first approach, where decisions are made based on data and rigorous testing rather than gut feeling.

• The company is deeply focused on cutting-edge innovation, especially in AI, semiconductors, and computing power. If you love working on complex, high-tech projects, this is the place.
• Intel works on decade-long R&D projects, ensuring cutting-edge breakthroughs instead of rushing to market.
• There’s a strong culture of learning and mentorship. If you’re new to the industry, you’ll have the chance to work alongside some of the smartest engineers in the world.
• Diversity and inclusion are a priority, with major efforts to hire and promote women, minorities, and underrepresented groups in leadership.

18. Slack – A Culture of Simplicity, Work-Life Balance, and Smart Work

Slack’s culture is designed to eliminate workplace friction and improve productivity without burnout. It emphasizes clear communication, fewer meetings, and employee autonomy, creating a work environment that values efficiency over long hours.

• Fewer meetings and more flexibility are some of the notions Slack follows. Employees are encouraged to communicate asynchronously through Slack itself rather than being pulled into constant meetings.
• No pressure for instant responses. Unlike high-intensity workplaces, Slack trusts employees to manage their own time, focusing on output rather than presence.
• Work-life balance is a priority with flexible schedules, mental health benefits, and leadership that actively promotes taking time off when needed.
• Slack is well-known for its hiring policies that prioritize LGBTQ+ and underrepresented talent, ensuring diverse leadership teams.

19. GitHub – A Culture of Open Source, Remote Work, and Developer Autonomy

GitHub operates like an open-source project itself, emphasizing remote work, flexibility, and contribution-based recognition rather than traditional corporate structures. The company trusts employees to self-manage, collaborate globally, and work in an environment that mirrors the developer community it serves.

• A 100% remote-first culture allows employees to work from anywhere in the world. This proves that high-impact collaboration doesn’t require a physical office.
• Merit-based influence is highly prioritized. Work is evaluated based on contributions and real impact, not seniority or job titles.
• Teams operate with high autonomy, meaning employees have full ownership over their work.
• Employees are not just allowed but actively encouraged to contribute to public coding projects, reinforcing GitHub’s core mission.

This model shows that a company can scale successfully without strict office policies or top-heavy management. It exemplifies how a culture of trust, independence, and deep technical engagement can keep employees motivated without traditional oversight.

20. Reddit – A Culture of Free Speech, Creativity, and Community-Driven Decision-Making

Reddit’s culture mirrors the authentic, open-dialogue nature of its platform. Employees are encouraged to experiment, engage directly with users, and shape the platform based on community needs rather than just business-driven decisions.

• The company values the “Redditors first” approach. Here employees actively interact with users, ensuring that product decisions reflect real user needs.
• Teams have the freedom to experiment, with leadership fostering a culture where risk-taking is encouraged rather than punished.
• Reddit maintains a laid-back culture with flexible work policies, but teams are highly responsible for their impact on millions of users.
• Employees enjoy flexible hours, generous leave policies, and a supportive work environment.

21. Disney: A Culture of Magic, Creativity, and Guest Experience

Disney is all about bringing magic to life through storytelling and immersive experiences. The company’s culture is built on creativity, innovation, and a deep commitment to exceptional customer experiences.

• Employees are called “Cast Members” because they create magical experiences, whether working in retail, parks, or corporate offices.
• Customer experience is the priority, whether it’s a Disney park employee or an animator, and every role contributes to making stories come to life.
• Training is taken seriously where employees go through Disney University, where they learn about guest service, company values, and the importance of attention to detail.
• Employees are encouraged to think like storytellers, ensuring that every Disney product, movie, or park attraction is part of a bigger, magical experience.

22. Amazon Prime Video: A Culture of Speed, Innovation, and Customer Focus

Amazon Prime Video follows Amazon’s fast-paced, customer-obsessed culture, where innovation and execution happen at lightning speed.

• Decisions are data-driven as Amazon Prime Video analyzes viewer data to decide which shows to produce, ensuring high audience engagement.
• “Speed Over Perfection” is prioritized so employees are encouraged to launch quickly and improve later rather than waiting for a perfect product.
• Every team member is expected to take full responsibility for their work, following Amazon’s principle of “Act like an owner.”
• Decisions are made based on what benefits the viewers most, from personalized recommendations to seamless streaming experiences.

23. HBO Max: A Culture of Prestige, Creativity, and Storytelling Excellence

Unlike platforms that focus on quantity, HBO Max follows a “Quality Over Quantity” approach, ensuring every piece of content meets high creative standards.

• Employees at HBO work closely with writers, directors, and producers to maintain HBO’s legacy of high-quality content.
• Unlike algorithm-driven companies, HBO Max gives full control to filmmakers and artists, making it a favorite for industry veterans.
• Many employees stay with HBO for decades, creating a sense of loyalty and long-term collaboration.
• Less pressure means more creativity. While other companies rush to release content, HBO Max allows creators the time needed to perfect their work.

24. Hulu: A Startup Culture with Big-Budget Backing

Hulu operates differently from traditional corporations, blending a startup’s agility with Disney’s financial power.

• Employees call themselves “Hulugans,” reinforcing a team-driven, fun work environment.
• Hulu teams work fast and experiment often but with the support of Disney’s massive resources.
• Content, technology, and advertising teams work closely to create innovative viewing experiences.
• Hulu promotes flexible work schedules and employee wellness programs to maintain a positive work environment.

25. Zappos – A Customer-First Culture That Defines Everything

Founded by Tony Hsieh, Zappos built its entire business around exceptional customer service, employee happiness, and cultural fit.

• The company famously offers new hires $2,000 to quit if they don’t feel aligned with Zappos’ culture proving that fit matters more than just filling a role.
• Employees undergo 4 weeks of cultural training, learning about Zappos’ 10 Core Values, which include delivering “WOW” through service, embracing change, and creating fun at work.
• Customer service is prioritized above all else. There are no time limits on customer calls, allowing employees to create meaningful interactions rather than just closing tickets.

26. Starbucks – An Inclusive Culture That Drives Employee Loyalty

Starbucks has built a culture of inclusion, community, and ethical business practices, making it one of the most employee-friendly companies in retail.

• Employees (called “partners”) receive competitive benefits, including stock options, tuition reimbursement, and healthcare, even for part-time workers.
• Starbucks believes in building a strong sense of belonging and supporting initiatives like hiring refugees, veterans, and formerly incarcerated individuals.
• The company provides extensive barista training, emphasizing not just how to make coffee but how to create a welcoming customer experience.

27. Costco – A Culture of Putting Employees First

Costco’s company culture is built on one simple belief: take care of your employees, and they’ll take care of the customers. Unlike many big-box retailers, Costco invests heavily in fair wages, benefits, and career growth.

• Costco pays its employees an average of 40% more than its competitors, ensuring financial security and higher job satisfaction.
• The company provides full health benefits, 401(k) matching, and paid vacation—even for part-time workers.
• Instead of hiring external managers, Costco promotes from within, ensuring long-term career growth for employees.

28. REI – A Culture of Adventure and Employee Ownership

REI’s culture is built around one thing: getting people outside. Employees are outdoor enthusiasts who live and breathe the brand’s mission.

• While other retailers fight for record-breaking sales, REI shuts down all stores and gives employees a paid day off to enjoy the outdoors.
• Workers get “Yay Days”—two paid days off per year to hike, bike, climb, or just be outside.
• It’s a co-op, not a corporation. Employees don’t just work for REI; they own a piece of it, with profit-sharing and voting power in company decisions.
• Outdoor expertise is rewarded. Employees here are more than salespersons; they are hikers, skiers, and kayakers who test and review products.

29. Trader Joe’s – A Culture of Fun, Teamwork, and Employee Happiness

At Trader Joe’s:

• Employees are encouraged to be themselves. Unlike many grocery chains with strict corporate rules, Trader Joe’s employees can dress casually, joke with customers, and create a lively atmosphere.
• Trader Joe’s pays employees well above industry standards, keeping morale and motivation high.
• Employees work as a close-knit team, helping each other out rather than working in isolation.
• The company prioritizes internal growth, allowing employees to move into management positions quickly.

30. Chick-fil-A – A Culture of Service, Hospitality, and Strong Values

Chick-fil-A isn’t just known for its great-tasting chicken. It is also known for exceptional customer service and a values-driven culture that sets it apart in the fast-food industry.

• Employees follow the “Second Mile Service” principle, meaning they go beyond basic hospitality, like greeting customers warmly, assisting with trays, and even holding doors open.
• Leadership prioritizes work-life balance, keeping all locations closed on Sundays, a rare policy in the fast-food industry.
• Employees undergo extensive leadership training, with many franchise owners starting as crew members and growing into long-term careers.

31. Patagonia – A Culture of Environmental Activism and Employee-Led Change

Patagonia’s company culture is more like an activist movement than a traditional retail brand. Employees are highly focused on climate action and corporate responsibility.

• If an employee wants to take time off to join an environmental march, Patagonia allows it and helps fund it.
• “Don’t buy this jacket”—a culture of anti-consumerism. In one famous campaign, Patagonia told customers NOT to buy their products unless absolutely necessary, reinforcing their focus on sustainability over profits.
• Employees are trained to repair damaged clothing for customers instead of pushing new purchases, reinforcing the company’s values.
• Work-life balance is sacred. Patagonia offers on-site childcare, surf breaks during lunch, and paid volunteer days, proving it values people over production.

32. ALDI – A Culture of Efficiency, Ownership, and Hard Work

The global discount supermarket chain ALDI operates with a unique, high-performance culture that values efficiency, teamwork, and employee ownership.

• Employees are cross-trained to handle multiple roles, from stocking shelves to cashiering, creating a fast-paced, collaborative environment.
• ALDI rewards hard work and initiative with rapid career growth, often promoting store managers from within.
• The company has a lean workforce, meaning employees are highly engaged and work efficiently while being compensated well.

33. Sephora – A Culture of Inclusivity, Education, and Beauty Empowerment

Sephora has built a workplace culture centered around beauty, inclusivity, and education, making it a top employer in the beauty industry.

• Sephora invests heavily in educating employees on makeup techniques, skincare, and product knowledge, ensuring they feel confident and valued.
• Sephora runs “Sephora Stands,” an initiative to promote LGBTQ+ inclusion, racial diversity, and body positivity in both hiring and customer experience.
• Sephora encourages teamwork over competition, unlike many commission-based beauty retailers, ensuring a supportive work atmosphere.

34. Nordstrom – A Culture of Customer-First Thinking and Employee Empowerment

Nordstrom is one of the most customer-focused retailers, but its trust-based company culture makes it stand out. Why? Because here, employees have the liberty to make decisions.

• No rigid rules, just “use good judgment.” Instead of strict policies, Nordstrom’s employees are trained to trust their instincts when making customer service decisions.
• Whether it’s handling returns, adjusting prices, or offering personal styling tips, employees don’t have to get manager approval for everything.
• Managers are mentors, not bosses. Instead of enforcing rules, Nordstrom managers act as coaches, helping employees succeed without micromanaging.

35. The Ritz-Carlton – Employees to Create “Wow” Moments

The Ritz-Carlton is famous for its luxury hospitality, but what truly sets it apart is its culture of employee empowerment.

• Every employee, from housekeeping to executives, follows the company’s “Gold Standards,” which focus on creating emotional connections with guests.
• Employees are given a $2,000 discretionary budget per guest to solve any issue on the spot without needing manager approval.
• The company runs 15-minute “lineup meetings” daily, where employees share success stories and reinforce the Ritz-Carlton mission.

36. Etihad Airways – A Culture of Hospitality, Excellence, and Multiculturalism

Etihad Airways is a symbol of world-class service and global hospitality. The company’s culture is built on prestige, diversity, and exceptional employee training, ensuring every customer experience feels luxurious.

• Multicultural teamwork is at the heart of Etihad. With employees from over 150 nationalities, the airline’s workforce reflects the global nature of travel.
• Excellence in customer service is non-negotiable. Every employee, from cabin crew to ground staff, goes through intensive hospitality training, learning how to anticipate customer needs before they even ask.
• Career growth is a priority. Etihad invests in employee development, offering training programs in aviation management, hospitality, and leadership, ensuring long-term career success.
• Luxury and innovation go together. Employees work with the latest aviation technologies, ensuring the airline stays ahead in both customer experience and operational efficiency.

37. Four Seasons Hotels – A Culture of Genuine Care and Service Excellence

Four Seasons Hotels is known for providing luxury hospitality, but its true strength lies in its employee-first culture. Their philosophy is simple: Treat employees the way they want them to treat guests.

• Employees are trained in The Golden Rule, i.e., always treating others with respect, kindness, and professionalism.
• Four Seasons backs up its employees to make independent decisions to solve guest problems, leading to personalized, high-quality service.
• The company has been consistently ranked on Fortune’s 100 Best Companies to Work For, proving that its employee-centric culture is the foundation of its success.

38. BMW – A Culture of Precision, Performance, and Employee Growth

BMW’s culture is built on performance, engineering excellence, and long-term employee development. 

• “The Ultimate Driving Machine” is not simply their slogan. Instead, it’s a mindset they have built over the years. Employees are expected to uphold the highest standards in performance and quality, just like BMW’s cars.
• Employee development is a priority. BMW invests in continuous learning, offering programs like “Fastlane,” which helps employees move into leadership roles.
• Sustainability is part of the culture. Employees contribute to BMW’s mission of reducing carbon emissions and advancing electric and autonomous vehicle technology.
• Despite being a massive global brand, BMW maintains a team-driven, problem-solving culture, ensuring engineers, designers, and business teams work together seamlessly.

39. Porsche – A Culture of Excellence, Tradition, and Performance

Porsche’s culture mirrors the qualities of its cars, i.e., precise, high-performance, and built for the long run. Employees at Porsche uphold a legacy of engineering perfection and deep respect for the brand’s history.

• Performance is expected at every level. Just like their cars, Porsche employees are trained to work with meticulous attention to detail, ensuring everything meets world-class standards.
• Long-term careers are the norm. Many employees stay for decades, passing down specialized skills and craftsmanship, making Porsche’s workforce one of the most skilled in the industry.
• Precision and sustainability go hand in hand. Employees work on cutting-edge electric performance vehicles, proving that Porsche’s future will be just as legendary as its past.

40. Southwest Airlines – A Culture of Fun, Loyalty, and Customer Happiness

Southwest Airlines has one of the most unique and admired cultures in the airline industry. Unlike traditional airlines that focus on rigid corporate structures, Southwest is all about personality, humor, and people-first thinking.

• Employees are encouraged to have fun. Flight attendants are known for joking with passengers, making light-hearted announcements, and creating an enjoyable flight atmosphere.
• Southwest employees often describe the company as a second home, with strong team bonding and mutual respect across all departments.
• The airline offers generous profit-sharing programs, ensuring that employees directly benefit from the company’s success.
• Customer service comes naturally. Southwest prioritizes hiring people with great personalities and strong work ethics, ensuring passengers feel welcomed and valued on every flight.

41. 3M: A Culture of Innovation, Integrity, and Recognizing Employees

3M is all about creating groundbreaking products while keeping its employees, customers, and the planet in mind. With over 88,000 employees worldwide, the company has built a culture of innovation, integrity, and appreciation for its people.

• Innovation is at the heart of everything. Employees are encouraged to think outside the box, take risks, and bring new ideas to life.
• 3M believes in doing the right thing, whether it’s for customers, investors, or employees.
• To help workers grow, 3M invests in education programs, leadership training, and career development. The company introduced a global appreciation program, leading 99% of employees to participate and feel more connected actively.

42. Kellogg’s: A Culture of Integrity, Simplicity, and Recognition

As one of the world’s most recognizable brands, Kellogg’s fosters a culture based on six key values: integrity, accountability, passion, humility, simplicity, and results.

• Diversity and inclusion are at the heart of Kellogg’s. The company has been named one of the top 50 companies for diversity, veterans, and LGBTQ+ employees.
• Kellogg’s is a 2030 Food Loss & Waste Champion and has been recognized as one of the World’s Most Ethical Companies by Ethisphere.
• By launching a global recognition platform, Kellogg’s saw 80,000+ employee recognitions within four months, reinforcing the company’s core values across its worldwide workforce.

43. Bayhealth: A Culture of Compassion, Accountability, and Employee Recognition

Bayhealth, central and southern Delaware’s largest not-for-profit healthcare system, has built a company culture centered on compassion, accountability, and teamwork. Its core values prioritize both employees and patients, ensuring that healthcare professionals feel supported as they deliver top-quality care.

• This company follows a people-first culture. Employees are encouraged to treat everyone with kindness, professionalism, and respect, building a supportive and empathetic workplace.
• Bayhealth introduced “Driven,” an employee recognition program that led to 98% workforce participation and a culture of appreciation—where employees now receive almost four recognitions per month on average.
• Leadership implemented a feedback system that allows employees to share concerns immediately, improving both patient care and workplace efficiency.

44. Mayo Clinic – A Culture of Collaboration, Innovation, and Patient-First Thinking

Mayo Clinic is ranked the No.1 hospital in the U.S., but what truly sets it apart is its teamwork-driven, patient-first culture.

• Mayo Clinic is physician-led, not profit, meaning all earnings are reinvested into research, patient care, and employee development.
• Physicians and researchers work as a team instead of competing for patients or funding, they share knowledge to improve patient outcomes.
• Mayo Clinic’s culture is built around the philosophy, “The patient’s needs come first.” Employees go through extensive training to reinforce this value.
• Mayo Clinic invests heavily in mental health programs, burnout prevention, and leadership training, ensuring that doctors, nurses, and staff feel supported.
• Mayo Clinic is leading in AI-driven diagnostics, robotics in surgery, and personalized medicine, creating a workplace that blends cutting-edge innovation with human compassion.

45. Habitat for Humanity – A Culture of Volunteerism, Community Impact, and Purpose-Driven Work

Habitat focuses on a volunteer-first mindset. Unlike any other corporate workplace, they operate with a hybrid workforce of employees and thousands of volunteers, making teamwork and adaptability essential. They highly regard the “sweat equity” culture where future homeowners help build their own houses, working alongside employees and volunteers, reinforcing a culture of shared responsibility and dignity.

• Habitat leaders and executives work on job sites alongside employees, ensuring every team member feels valued at every level.
• Despite being a massive nonprofit, Habitat believes in and builds a grassroots-driven culture, helping local chapters to make decisions that best serve their communities.
• Unlike many office jobs, Habitat employees see the direct impact of their work in real-time, leading to higher job satisfaction and long-term retention.

46. Doctors Without Borders (Médecins Sans Frontières) – A Culture of Bravery, Adaptability, and Humanitarian Action

Doctors Without Borders (MSF) has one of the most intense workplace cultures in the world. They are built for those who thrive in extreme conditions (war zones, disaster areas, and remote villages) and are committed to saving lives, no matter the risk.

• The culture attracts doctors, nurses, and logisticians who can handle high-stakes environments, often without the latest medical technology.
• MSF workers don’t have time for bureaucracy. The field teams are trained to make fast, life-saving decisions based on conditions on the ground.
• MSF is known for flat leadership structures, meaning that even junior doctors have a voice in mission planning and medical strategy.
• With employees from 70+ countries, MSF prioritizes cultural competency and multilingual communication to serve patients in crisis zones.
• Employees often take lower salaries than private-sector doctors, but the sense of purpose and impact outweighs financial gain.

47. American Red Cross – A Culture of Urgency, Volunteerism, and Disaster Response

The Red Cross operates in high-pressure disaster relief situations, meaning employees must be ready to act immediately when crises strike.

• Every worker, from corporate staff to field responders, learns how to mobilize quickly in disaster zones.
• Over 90% of Red Cross workers are volunteers, requiring employees to manage large, rapidly assembled teams.
• The Red Cross leverages AI for disaster prediction and mobile apps to connect blood donors to hospitals in real-time.
• Employees often work long hours in crisis settings, but the Red Cross prioritizes mental health support and emergency decompression programs.

48. St. Jude Children’s Research Hospital – A Culture of Compassion, Scientific Excellence, and Employee Fulfillment

St. Jude has a workplace culture focused on two things: saving children’s lives and supporting the employees who make that possible.

• Employees never have to worry about funding. Because St. Jude is 100% donor-funded, doctors and researchers can focus only on treatment, not financial concerns.
• Employees work with children fighting cancer, meaning the workplace must balance medical excellence with deep emotional support.
• Scientists and doctors work side by side, ensuring that cutting-edge medical advancements are directly applied to patient care.
• Staff retention is high. Many doctors and nurses stay at St. Jude for decades because the culture prioritizes employee fulfillment and long-term career growth.

49. UNICEF – A Culture of Global Humanitarianism and Child Protection

UNICEF’s workplace culture is centered on child advocacy, global collaboration, and rapid crisis response.

• Employees work in 190+ countries, requiring cross-cultural communication skills and adaptability.
• UNICEF uses AI to predict famine, blockchain to track financial aid, and data analytics to distribute vaccines.
• Staff frequently relocate to different countries, working on emergency relief, education programs, and child protection initiatives.
• Employees are expected to uphold the highest integrity standards, as they work in vulnerable communities.

50. Palo Alto Networks – A Culture of Speed, Innovation, and Mission-Driven Security

Palo Alto Networks is one of the world’s largest and most innovative cybersecurity companies, providing AI-driven threat prevention and cloud security to businesses and governments.

• Employees operate in an intense, high-speed environment as cyber threats change daily. The company is about creating a rapid problem-solving culture, requiring teams to adapt in real-time.
• The company’s motto, “Be a Cybersecurity Hero”, reflects its culture. Employees don’t just work on products, they protect businesses, critical infrastructure, and governments from cyberattacks.
• Employees are encouraged to experiment with AI and automation, ensuring that security solutions stay ahead of attackers instead of just reacting to threats.
• Unlike many traditional cybersecurity firms, Palo Alto Networks promotes a culture of open collaboration, breaking down silos between security, cloud, and AI teams to drive faster innovation.
• Cyber threats evolve rapidly, so the company provides ongoing training, hackathons, and upskilling programs to keep employees ahead of emerging security risks.

Ready to Build a Company Culture That Actually Drives Success? Here’s How

A strong company culture doesn’t happen overnight and doesn’t stay the same forever. Even companies like Google, Salesforce, and Zappos, known for their great workplace cultures, are constantly refining and improving how they operate. They didn’t get it right in one day, and they continue evolving to make sure their values aren’t just words but something employees experience every day.

The biggest takeaway is that culture starts from the inside out. When employees feel supported and valued, it reflects in their work, teamwork, and customer service. So, nurture, measure, and improve your company culture over time. To get extra help, you can use employee engagement software tools like Peoplebox.ai. With features like AI-powered engagement surveys, real-time feedback, and action tracking, Peoplebox.ai helps companies understand how employees truly feel and what needs improvement. It ensures leadership can act on insights, build a workplace where employees thrive, and align company values with daily experiences.

At the end of the day, culture isn’t about what a company says. It’s about what it does. Invest in it, improve it, and let it shine through your employees. 

Want to build a company culture that attracts top talent and drives performance? Take the guesswork out with Peoplebox.ai – the AI-powered tool designed to help leaders measure, improve, and scale workplace culture in real time. Book your 1:1 free demo with our experts today!

Frequently Asked Questions (FAQs)

What is the best example of company culture?

There isn’t a single “best” example of company culture—it depends on what works best for the company’s goals and values. However, Google’s culture of innovation and psychological safety is often considered one of the strongest. They encourage employees to experiment, take risks, and learn from failures without fear, leading to innovations like Gmail and Google Maps.

What is Netflix’s work culture?

Netflix’s work culture is built around freedom and accountability. Employees are trusted to manage their time and make decisions while being held accountable for results. Key aspects of their culture include:

• No set vacation policy: Employees can take time off whenever they need it as long as they meet their goals.
• Transparency: Business decisions are openly shared, and employees are encouraged to provide honest feedback—even to leadership.
• High standards: Netflix rewards high performers and offers severance to those who don’t meet its expectations, maintaining a team of top talent.

How can I create a strong company culture?

Building a strong company culture starts with intentional actions. Here’s how you can get started:

• Define your values: Be clear about what your company stands for and communicate it consistently.
• Lead by example: Leaders must live the company’s values in everyday actions.
• Listen to employees: Use tools like Peoplebox.ai for surveys and regular check-ins to understand what’s working and what’s not.
• Inculcate inclusivity: Create a workplace where everyone feels valued and respected.
• Invest in growth: Offer learning opportunities and career development programs to keep employees motivated.

What are the major types of company culture?

Company cultures can be grouped into six major types, each defining how organizations operate and how employees interact within them:

1. Clan Culture (Collaborative): This type of culture feels like a big family, where teamwork and employee engagement are at the core. Collaboration is key, and employees are encouraged to support each other and grow together. For instance, companies like Zappos thrive on creating an environment where people feel connected, happy, and aligned with shared goals.
2. Adhocracy Culture (Innovative): Adhocracy cultures are built on creativity, risk-taking, and out-of-the-box thinking. Employees are given the freedom to experiment, which often leads to groundbreaking ideas. Google’s approach, where employees are encouraged to innovate and work on passion projects, is a prime example of how this culture sparks success.
3. Market Culture (Results-Oriented): Market cultures focus on performance, competition, and achieving measurable goals. Success is defined by winning in the marketplace and delivering results efficiently. Amazon exemplifies this by prioritizing speed, customer obsession, and operational excellence, ensuring every decision drives results.
4. Hierarchy Culture (Structured): This culture relies on clear processes, rules, and structure to maintain stability and efficiency. Employees work within a well-defined framework to ensure consistency. A great example of this is McDonald’s, where standardized operations guarantee that customers get the same experience no matter which location they visit.
5. Purpose-Driven Culture (Mission-Focused): Purpose-driven cultures are centered around a company’s mission and values. Employees are united by a shared sense of purpose and work toward making a meaningful impact. Patagonia is a classic example of sustainability and environmental activism, guiding every decision and motivating employees to contribute to something bigger than themselves.
6. Employee-Centric Culture (Well-Being Focused): This culture puts employees first by focusing on their well-being, work-life balance, and long-term satisfaction. It’s about creating a supportive and happy workplace. Adobe stands out here, offering benefits like paid sabbaticals, mental health programs, and tools that encourage employees to unleash their creativity while maintaining balance.