Author: Olivia Parrish,
Published: 9.12.21

How to create a team culture in a corporate business

Creating an effective team culture has become a priority for businesses looking to improve their employee engagement. Particularly for younger job seekers, finding businesses with a strong team culture is essential, with 46% saying it was a factor when making applications.

Yet for many corporate businesses, creating an effective internal culture is a secondary priority, with many leaders and managers not knowing where to start the process. So, how can you start to create a team culture and feel the benefits within your corporate business?

What is team culture?

Organisations or businesses might believe their teams understand the purpose behind what they do and why. However, a recent McKinsey survey found there is a major disconnect between senior management and frontline employees when it comes to culture. While 85% of managers said they were living their purpose at work, only 15% of frontline employees agreed.

Having a team culture can help to resolve this disconnect. By creating a shared set of values, beliefs and a sense of purpose, corporate businesses can unite leaders and employees behind common goals. Usually defined by internal structures, initiatives and policies, team culture is also known as a company or workplace culture.

What are the benefits of team culture?

For many employees, work is a defining factor in their lives. In fact, 70% of employees recently reported that their sense of purpose is defined by work. By creating a strong team culture, businesses can keep their employees engaged, focused and driven. This is particularly the case for leaders, who get a clear sense of direction and inspiration from a team culture.

There are plenty of benefits businesses can gain from a strong team culture too, including:

  • A clear organisational structure that’s driven by purpose and includes performance reviews, benefits and promotions.
  • Greater employee engagement and retention.
  • Attracting new and exciting talent.
  • Reduced absenteeism and improved job performance.
  • Being more resilient and adaptable to changes in the market

In short, the wide-ranging benefits of a strong team culture mean it should be a priority for any organisation, especially corporates.

How to build a team culture.

With many structures, policies, or HR initiatives already in place, it may seem like a huge challenge to build a team culture in a corporate business. However, it’s not a case of starting all over again, just refining and setting down the key elements of the team culture that already exist.

Define your culture:

Your team culture already exists within your business, it’s just a case of uncovering and defining it. The starting point for this can be employee surveys, questionnaires or focus groups with representatives from across the business. The findings from these can then be refined by an overseeing team to create a definition of the team culture.

Set out a roadmap:

Once you’ve set out the purpose of your team culture, you can start to build a roadmap or structure for rolling out this vision. This may take the shape of policies, initiatives, or internal communications, but has to be consistent with the direction and objectives of the culture.

Have cultural champions:

To roll out your team culture effectively, it’s key that you get buy-in from colleagues across the business. Having champions at each level of your organisation will ensure that your cultural purpose and vision is communicated effectively. It also means that any questions or concerns about policies or initiatives are dealt with directly.

Set goals:

Setting goals for your cultural rollout will make your business accountable for any changes that are made. It also means that there’s a clear focus on long-term objectives, so you can make real progress rather than leaving the policies or initiatives growing dusty in a drawer.

Get feedback:

Culture changes and adapts with the workforce, so getting regular feedback on your progress is key. If your changes aren’t taking effect, or no one’s noticing the impacts, then you may need to reset your goals or invest in new communications. Seeking out feedback every six months to a year also helps to keep the importance of the project at the forefront of everyone’s mind and track any resulting improvements in business performance.


Whether you’re starting from scratch or need help refreshing your team culture, our expert team can help you take advantage of the real business and employee benefits. Get in touch by calling 0800 048 7742 or emailing

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