ثقافة الشركة
Company culture defines how employees interact, work, and grow together. It’s the invisible force that shapes engagement, decision-making, and overall employee experience. Let us discuss the answers key questions around what company culture is, why it matters, who drives it, and how organizations can build, improve, or change it intentionally for long-term success.
ما هي ثقافة الشركة؟
تشير ثقافة الشركة إلى مجموعة القيم والمعتقدات والسلوكيات والممارسات المشتركة التي تشكل كيفية تفاعل أعضاء المؤسسة مع بعضهم البعض والعمل على تحقيق أهدافهم. وهي بمثابة البيئة الاجتماعية والنفسية لمكان العمل.
What does company culture mean for employees?
Company culture means more than just perks or policies. For employees, it defines how they feel about coming to work each day—whether they feel respected, included, and aligned with the company’s purpose. A strong culture offers a sense of identity and connection, directly impacting motivation, performance, and retention.
What is the culture of a company made of?
The culture of a company is shaped by various elements:
- Core values and mission
- Leadership style and communication patterns
- Work environment and policies
- Traditions, rituals, and team dynamics
- Attitudes toward innovation, feedback, and accountability
Together, these factors create an environment that influences how employees behave and how the organization functions.
ما أهمية ثقافة الشركة؟
Company culture refers to the values, behaviors, and practices that shape the employee experience and define how work gets done. A healthy culture strengthens engagement, retention, and overall business performance.
- Employees feel a sense of belonging and purpose.
- People stay longer in a positive, value-aligned environment.
- A strong culture appeals to job seekers.
- Motivated employees deliver better results.
- Safe, empowering cultures inspire creativity.
- Promotes openness and reduces misunderstandings.
- Teams are better equipped to handle change.
- Reinforces consistent, integrity-driven behavior.
- Happy employees deliver better service.
- Culture shapes how external audiences perceive the brand.
Who creates company culture?
Company culture is created by everyone, but it starts with leadership. Founders, executives, and managers set the tone through decisions, communication, and behavior. Over time, employees also shape culture through their interactions, feedback, and shared values. HR often plays a key role in formalizing and maintaining cultural practices.
When should a company focus on culture?
Culture should be a focus from day one, not just during crises or growth phases. It’s essential when starting a company, during mergers, when hiring rapidly, or when employee engagement is low. Healthy culture is proactive—addressed continuously, not reactively.
استبيانات نبض الموظفين
وهي عبارة عن استبيانات قصيرة يمكن إرسالها بشكل متكرر للتحقق من رأي موظفيك حول مشكلة ما بسرعة. يتألف الاستبيان من عدد أقل من الأسئلة (لا يزيد عن 10 أسئلة) للحصول على المعلومات بسرعة. ويمكن إجراء هذه الاستبيانات على فترات منتظمة (شهرية/أسبوعية/فصلية/فصلية).
اجتماعات فردية:
يعد عقد اجتماعات دورية لمدة ساعة لإجراء محادثة غير رسمية مع كل عضو من أعضاء الفريق طريقة ممتازة للتعرف على ما يحدث معهم. نظرًا لأنها محادثة آمنة وخاصة، فإنها تساعدك في الحصول على تفاصيل أفضل حول مشكلة ما.
eNPS:
eNPS (صافي نقاط المروجين للموظفين) هي واحدة من أبسط الطرق الفعالة في الوقت نفسه لتقييم رأي موظفيك في شركتك. وهي تتضمن سؤالاً واحداً مثيراً للاهتمام يقيس الولاء. من أمثلة أسئلة eNPS ما يلي: ما مدى احتمالية توصيتك بشركتنا للآخرين؟ يجيب الموظفون على استبيان eNPS على مقياس من 1 إلى 10، حيث تشير 10 إلى أنهم "من المرجح جدًا" أن يوصوا بالشركة و1 إلى أنهم "من غير المرجح جدًا" أن يوصوا بها.
بناءً على الإجابات، يمكن تصنيف الموظفين في ثلاث فئات مختلفة:
- المروجون
الموظفون الذين استجابوا بشكل إيجابي أو وافقوا. - المنتقدون
الموظفون الذين كان رد فعلهم سلبياً أو غير موافق. - السلبيون
الموظفون الذين التزموا الحياد في ردودهم.
Where does company culture show up in the workplace?
Company culture is visible everywhere—in team meetings, onboarding programs, employee handbooks, performance reviews, office design, and even Slack conversations. Whether remote or in-person, culture shows up in how people communicate, how decisions are made, and how success is celebrated.
كيف يمكن تحسين ثقافة الشركة؟
To improve company culture, organizations must focus on aligning leadership behavior, employee experiences, and internal policies with their stated values. It requires ongoing feedback, transparency, and consistency in how people are treated.
Steps to improve include:
- Clarifying and communicating core values
- Recognizing and rewarding value-driven behavior
- Promoting open communication and trust
- Offering flexibility and work-life balance
- Focusing on diversity, equity, and inclusion
Investing in leadership and employee development
How to build a culture in your company from the ground up?
Building a company culture starts with defining the kind of environment you want to create and intentionally shaping every employee touchpoint to reflect that.
Key actions include:
- Establishing a clear mission and values
- Hiring people who align with those values
- Setting behavioral expectations early
- Creating feedback loops to gather employee input
- Leading by example—especially at the leadership level
- Embedding culture into policies, onboarding, and recognition programs
How to change company culture that’s not working?
Changing a company culture requires acknowledging what’s not working, committing to new values, and driving change through both leadership and systems.
To start a cultural shift:
- Conduct honest assessments through surveys and interviews
- Identify gaps between desired and actual behavior
- Redefine company values and communicate them clearly
- Change leadership behaviors and decision-making patterns
- Align performance metrics and rewards with the new culture
- Reinforce the change with training, communication, and consistency
How to describe company culture effectively?
When describing company culture, focus on behaviors, values, and day-to-day experiences—avoid vague terms like “fun” or “dynamic” without context.
Effective descriptions include:
- Core values in action (e.g., “We value transparency—weekly town halls keep everyone informed.”)
- The way teams collaborate (e.g., cross-functional, flat structure, agile)
- Leadership style (e.g., supportive, data-driven, hands-on)
- Flexibility and employee autonomy
- Recognition, learning, and growth opportunities
This helps candidates and employees understand what it’s truly like to work at the company.
How to create a company culture intentionally?
Creating a strong company culture is a deliberate process that involves planning, leadership alignment, and continuous reinforcement.
To create culture intentionally:
- Define the “why” behind your culture—what do you stand for?
- Co-create values with employees for buy-in
- Communicate those values consistently across channels
- Integrate culture into hiring, onboarding, and daily routines
- Use rituals, storytelling, and visual cues to bring the culture to life
- Measure cultural health and adapt based on feedback
