I’ve had the privilege—and sometimes the misfortune—of being part of many company cultures over the years. From sprawling corporations with global influence to scrappy startups where everyone wore five hats, I’ve seen the good, the bad, and the bewildering. Reflecting on those experiences, one thing is clear: no company culture is perfect. But the best ones are built on a foundation of continuous, intentional effort.
In this narrative, I’ll share insights on fostering a positive employee experience that transcends generational and role-based differences, highlight companies that are doing it well, and explore how employees can play a part in carrying these efforts forward.
The Learning Curve of Company Culture
One of my first jobs was with a large, established organization. It had all the trappings of a “good” workplace—decent pay, clear processes, and a mission that sounded meaningful on paper. But the reality was different: managers rarely engaged with their teams, and innovation was stifled by endless red tape. People clocked in and out like robots. At the time, I didn’t realize how much of the responsibility for culture falls on leadership, and in turn, on employees themselves.
Contrast that with a lean startup I joined later. There, we thrived on energy, flexibility, and a shared sense of purpose. But the pace was exhausting, and burnout was rampant. We cared deeply about the work but didn’t know how to set boundaries or advocate for better systems. That was a key lesson: even a great culture can crumble without intentional efforts to sustain it.
Building a Culture for All Generations
Creating a positive employee experience requires understanding what employees value—not just as workers, but as people. This can feel like a Herculean task, especially with the mix of generations in today’s workforce. Baby Boomers, Generation X, Millennials, and Gen Z all bring unique priorities to the table.
Strategies That Work Across Generations
- Flexibility with Purpose
Flexibility isn’t just about remote work; it’s about trusting employees to manage their own time and goals. For example, Commonwealth Bank in Australia offers “life leave,” enabling employees to take time off for personal milestones. This type of policy resonates with employees across life stages—from Boomers planning retirement to Gen Z navigating early adulthood. - Opportunities to Grow
At HP, career development is a cornerstone of their culture. The company provides clear paths for advancement, appealing to Gen X’s focus on professional growth while aligning with Millennials’ desire for purpose-driven work. - Recognition and Belonging
Regular acknowledgment of contributions fosters a sense of community. I think back to a manager who started every team meeting by celebrating individual wins, no matter how small. It wasn’t flashy, but it showed us that our efforts mattered. Similarly, companies like Clif Bar consistently top “best places to work” lists by focusing on employee satisfaction and teamwork. - A Mission That Matters
Purpose-driven work is particularly magnetic for Millennials and Gen Z. Canva exemplifies this with their “Force for Good” week, where employees are empowered to contribute to meaningful causes.
Companies Leading the Way
I often look at organizations like Cisco, which encourages new hires to engage in charitable donations as part of their onboarding process. It’s a simple but powerful gesture that sets the tone for a culture of giving.
American Express also stands out for its emphasis on humanitarian efforts, while Bupa has created a diverse, inclusive environment in healthcare. These companies prove that a positive employee experience isn’t a one-size-fits-all formula; it’s about aligning your culture with your people and your mission.
How Employees Can Appreciate—and Amplify—Company Efforts
It’s easy to critique a company’s culture, especially when you’re in the thick of it. But one of the lessons I’ve learned is that employees play a significant role in shaping and sustaining the workplace experience.
- Recognize Intentional Effort
Not every initiative will land perfectly, but intentionality matters. If your company is trying—whether through new benefits, updated policies, or better communication—acknowledge it. Send a note of appreciation to HR or leadership. - Lead by Example
The best way to sustain positive culture is to live it. When I was in a leadership role, I made a point to recognize my team’s achievements and encourage collaboration. That effort spread; soon, the team was celebrating each other, creating a ripple effect. - Provide Constructive Feedback
If something isn’t working, speak up. But don’t just point out flaws—offer solutions. A culture of continuous improvement depends on open dialogue. - Be an Advocate
Share your positive experiences with others. When you champion your company’s culture externally, you help attract people who align with its values, reinforcing the cycle of positivity.
Final Reflection
The best company cultures aren’t perfect, nor should they be. Perfection is stagnant; growth is dynamic. The key lies in a shared commitment—between leadership and employees—to continually evolve, adapt, and learn.
Looking back on my own experiences, I see the value in both the successes and the failures. The great companies taught me what’s possible; the struggling ones taught me what’s necessary. Together, they’ve shaped my understanding that a positive employee experience isn’t a final destination. It’s an ongoing journey—and one worth taking.
