If you lead HR in a mid-sized or enterprise organization, you already know culture is not a “nice to have.” It is the engine behind retention, engagement, safety, patient or customer outcomes, and even revenue growth. Companies with strong cultures and strong company culture statements have seen revenue growth jumps of up to 85 percent over several years, while low engagement is estimated to cost the global economy trillions in lost productivity.
You probably also know what your culture should feel like. The hard part is putting that into words that your executives, managers, candidates, and frontline teams can actually use. That is where clear, practical company culture statements come in.
Used well, company culture statements are not just a paragraph on your careers page. They become a daily reference point for decisions, hiring, recognition, and communication. When they are connected to a modern recognition program, they help turn culture from aspiration into habit.
This guide walks through how to refresh or create your culture statement so it is:
- Clear enough to earn a featured snippet and answer “what is this?” in seconds
- Strategic enough to guide decisions in a complex organization
- Practical enough that managers and employees actually use it
Along the way, we will cover examples, themes, and company culture descriptive words that help you describe your organization.
What Are Company Culture Statements?
Company culture statements define the core values, behaviors, and principles that guide how employees interact and make decisions. These statements set expectations for workplace conduct, shape internal identity, and support recruiting by showing what the company stands for.
Table of Contents
What Are Company Culture Statements?
The Benefits of Company Culture Statements
What To Include In Your Company Culture Statements
How to Describe Your Company Culture
Themes to Include in Your Company Culture Statements
6 Examples Of Great Company Culture Statements
The Benefits of Company Culture Statements
Though your company culture is your organization’s DNA it can be hard to put your finger on exactly what it is. That’s because it’s incredibly nebulous – a collection of values, attitudes, beliefs and interactions rather than cold hard facts. Company culture statements help to solve this problem, providing a great tool to define the intangible factors that make your company tick.
But that’s not their only benefit…
From recruitment and retention to decision-making and employee engagement, company culture statements can have an impact on just about every area of your organization.
Retention
Crafting an impactful company culture statement can actually help you to keep a hold of your best performers. In the current climate, where the battle for talent is raging and the cost of recruitment is spiralling, ensuring your people stay in their roles is more important than ever. When it comes to retention, company culture can be your secret weapon, but only if it’s thriving. People want to be a part of a great culture, but great cultures don’t happen by accident. Instead, they need to be nurtured.
That’s why company culture statements are so valuable. Get it right and they become self-fulfilling tools that encourage everyone to live out the kind of culture you want to create. Best of all, by formalizing your culture you’ve created a reference point that people can return to time and again if they need reminding about why your company is such a great place to work.
Looking for more ways to improve retention in your organization? See how healthcare organizations use Bucketlist Rewards to reduce turnover to 1%, boost employee engagement from the 18th to 96th percentile, and become one of the top employers in their area.Read the full story here, or watch the video below to learn more.
Recruitment
It’s not just existing employees who benefit from impactful company culture statements, they can also be an effective tool to attract potential candidates. Company culture has become a key part of candidates’ decision-making, and can make the difference between them accepting a job or passing on the opportunity. So by including your company culture statement as part of your job posting and on your corporate website, you can sell your organization to prospective employees.
Onboarding
Even once those candidates have signed on the dotted line your company culture statement still has some heavy lifting to do. They can be incredibly effective onboarding tools that help new starters understand how your company culture works and what’s expected of them. Put it in your employee handbook, write it on the wall, place it on your intranet – by making your company culture statement as prominent as possible you’re giving new starters an instructional manual for how you want them to interact with their new colleagues.
Employee engagement
Your company culture is the lifeblood of your business, a crucial factor in determining whether you will ultimately thrive or fail. But only if people live and breathe it every single day. It’s no good idealizing what your culture should look like and then doing nothing to turn those ideals into a reality. Instead, you’ve got to take action to strategically implement your ideas. Company culture statements can help to remind your employees what part they play in all of this. They remind people of the values, behaviors and ethics that you expect from them, ultimately creating a virtuous cycle that constantly reinforces itself.
Take engagement to the next level with recognition and rewards programs like Bucketlist. Hear from real HR leaders at Credit Union of America as they share how they boosted employee engagement and reached rates as high as 90% after implementing Bucketlist. Read the full story here or watch the video below to learn more.
Decision-making
What guides your decision-making? Is it data? A hunch? Advice from trusted colleagues? Some decisions, especially those that might impact company culture, are too important to be left to chance. But by using a company culture statement you always have a point of reference that you can return to to guide your decision-making. Perhaps you’re wondering if someone would be the right fit for your company, you’re considering a change to people’s working arrangements, or even attempting to decide if a prospective client is right for you –all of these questions can be answered by using your statement as a guide.
Investment
It’s not just potential employees who consider your company culture these days, prospective investors take it just as seriously. Why? Well because company culture influences every aspect of your business. It can be the difference between success and failure, or for investors, between a safe investment and a risky one. By ensuring that your company culture statement is on point and prominently displayed as part of your marketing materials, you can help to attract would-be backers rather than putting them off.
What To Include In Your Company Culture Statement
Every strong culture statement includes a combination of purpose, history, values, behaviours and workplace expectations. The following components help HR leaders craft a statement that is both rich and concise.
1. Mission or Purpose
Description: Clarifies why the organization exists and what unites employees.
Example:
Mission or Purpose: We create tools that improve everyday life for millions of people.
Example Statement: “We build technology that simplifies daily decisions so people can focus on the moments that matter.”
2. Company Story or History
Description: Highlights the origins and growth journey that shaped who you are today.
Example:
Company Story: Founded by two engineers who believed collaboration should be simple.
Example Statement: “Our culture reflects our founders’ belief that great work happens when people share ideas freely and build solutions together.”
3. Core Values
Description: Core values state the behaviours and beliefs that guide decisions.
Example:
Values: Curiosity, accountability, clarity.
Example Statement: “We ask questions, own our commitments and communicate with clarity at every step.”
4. Expected Behaviours
Description: Specifies how employees apply values in daily work.
Example:
Behaviors: Open communication, thoughtful planning, active collaboration.
Example Statement: “We share information transparently, prepare thoroughly and rely on each other’s expertise to deliver exceptional work.”
5. Work Environment
Description: Describes the employee experience and day to day atmosphere.
Example:
Work Environment: Hybrid, supportive, growth oriented.
Example Statement: “We operate as a hybrid team that values flexibility, focus and continuous improvement.”
6. What Makes Your Company Unique
Description: Identifies distinguishing traits, practices or philosophies.
Example:
Unique Element: We celebrate progress, not perfection.
Example Statement: “We experiment boldly and learn quickly, recognizing growth through small and consistent improvements.”
How to Describe Your Company Culture
Words matter. Remember that for many people, your company culture statement will form the first impression of what your organization is actually like to work in. That means how you choose to describe your company culture will have a huge impact on how people view your organization. The style you adopt and the tone of voice you employ can play a vital role in getting your message across. But above all, it’s the language that you use that will leave a lasting impact on your readers.
You can use all of the buzzwords you want, but if your language doesn’t align with the kind of culture you’ve actually created then you’ll confuse candidates and appear disingenuous to your existing employees. At the same time, if your company culture statement is bland or boring then it’s going to fail.
Below you’ll find 13 words that you may find useful when it comes to composing your own company culture statement, alongside the message they send to readers.
Agile
Alternatives: fast-moving, nimble, adaptable.
When it comes to company culture, the word “agile” refers to a team that is adaptable. Typically agile cultures are always on the move, quickly able to pivot and change in order to embrace new opportunities. Agile organizations don’t always have strict hierarchies in place, instead, they tend to operate with flat structures that enable them to adapt and evolve.
Friendly
Alternatives: family-like, warm, sociable.
“Friendly” refers to cultures where your co-workers are more than just colleagues. Friendly cultures prioritize team-building and social interaction. They’re environments that value the bonds between people and work tirelessly to strengthen them.
Collaborative
Alternatives: team-focussed, synergistic.
Collaborative environments break through siloes to ensure that people work together to achieve a common goal. Employees that work in collaborative environments can expect to be involved in multiple projects, or asked to contribute to different areas of the business.
Customer-focused
Alternatives: customer-centric, people-first, people-driven.
If your organization is customer-focused then your business will tend to prioritize its customers over its bottom line. That idea filters down into the culture too where people are encouraged to go the extra mile to deliver exceptional service and build long-term relationships.
Fast-paced
Alternatives: dynamic, energetic, stimulating.
There’s no shortage of work to be done at “fast-paced” companies. Instead employees can expect to be juggling multiple tasks and multiple projects, often working to tight timescales or urgent deadlines. These are exciting businesses where clock-watching isn’t an option and where no two days are the same.
Creative
Alternatives: innovative, inventive, visionary.
The emphasis in creative cultures is on thinking outside of the box to develop fresh concepts, ideas and innovations. Creative companies tend to bypass traditional working structures to instead prioritize innovation above all else.
Daring
Alternatives: bold, game-changing, rule-breaking.
Daring companies don’t follow traditional playbooks. They test boundaries, push limits and color outside of the lines. Daring companies are bold, fearless and encourage their employees to take risks and challenge working norms.
Flexible
Alternatives: supportive, accommodating, people-first.
More than just a buzzword, truly flexible companies ensure that work fits in around their people’s lives and not the other way around. Flexible cultures offer remote and hybrid working as well as initiatives designed to encourage better work/life balance.
Inclusive
Alternatives: welcoming, friendly, open.
Fun
Alternatives: enjoyable, sociable, playful, lively.
Beyond pizza Fridays and the occasional work quiz, companies with fun cultures ensure that their work environment is where employees can find happiness. These companies don’t take themselves too seriously, they’re not corporate or full of bureaucracy. Instead, they believe that how you work is just as important as the work itself.
Growth-orientated
Alternatives: fostering, nurturing, development-focussed.
These cultures value progression and offer employees opportunities to develop both personally and professionally.,
Purpose-driven
Alternatives: passionate, purposeful, inspiring.
These cultures are passionate about their purpose. Both employees and the organizations they work for believe in the greater good and dedicate their efforts towards achieving their aim.
Challenging
Alternatives: engaging, focussed, demanding.
Challenging cultures believe in pushing people outside of their comfort zones. Typically these companies expect their employees to go above and beyond, to regularly prove themselves in pursuit of progress.
Want your organization to have a culture that truly fits these words? Download our free guide to building outstanding recognition programs that will boost engagement, reduce turnover and help you become a top workplace. Get the guide here.
Themes to Include in Your Company Culture Statements
Strong company culture statements are anchored in themes that reflect the actual employee experience. These themes help HR leaders translate culture into clear, recognizable ideas rather than broad aspirations.
1. Collaboration and Teamwork
Collaboration signals a workplace where people share information, solve problems together and rely on collective strengths.
Signals to candidates: Decisions are shared, silos are limited, communication is open.
Shows up in daily work: Cross functional projects, regular team check ins, peer input on decisions.
2. Learning and Growth
A growth focused theme communicates that employees can develop new skills and take on bigger challenges over time.
Signals to candidates: Feedback is common, development paths exist, learning is encouraged.
Shows up in daily work: Coaching, internal mobility programs, access to learning resources.
3. Employee Wellbeing
Wellbeing centered cultures prioritize healthy workloads, flexibility and psychological safety.
Signals to candidates: Support systems exist, rest is valued, people are treated as whole individuals.
Shows up in daily work: Flexible schedules, mental health benefits, manager training on wellbeing.
4. Customer Commitment
Some organizations build culture around serving customers exceptionally well.
Signals to candidates: Customer insights shape decisions, service quality matters.
Shows up in daily work: Customer reviews in team meetings, KPIs tied to customer outcomes.
At Bucketlist, we have amazing customers that engage with us in various ways including through compelling case studies. Hear from customers like1-800-GOT-JUNK, ClearView Healthcare Management and more as they share how Bucketlist has helped them.
5. Diversity and Inclusion
A focus on diversity and belonging communicates that differences are valued and respected.
Signals to candidates: Representation matters, voices are heard, fairness is intentional.
Shows up in daily work: Inclusive hiring practices, ERGs, consistent attention to equitable processes.
6. Innovation and Experimentation
This theme communicates that employees can test ideas, learn quickly and improve continuously.
Signals to candidates: Curiosity is welcomed, risk taking is acceptable.
Shows up in daily work: Pilot projects, ideation sessions, rapid feedback loops.
7. Accountability and Ownership
Accountability centered cultures emphasize clarity, responsibility and follow through.
Signals to candidates: People own their commitments, expectations are transparent.
Shows up in daily work: Clear KPIs, documented responsibilities, regular progress reviews.
8. Transparency and Communication
Transparency promotes trust and reduces confusion by sharing context behind decisions.
Signals to candidates: Leaders communicate openly, employees can ask questions.
Shows up in daily work: All hands updates, shared roadmaps, open decision logs.
9. Agility and Adaptability
Agile cultures thrive in change and move quickly when priorities shift.
Signals to candidates: Flexibility is expected, change is normal.
Shows up in daily work: Short planning cycles, quick experimentation, evolving processes.
10. Purpose Driven Work
Purpose anchored cultures tie everyday work to a meaningful mission beyond business performance.
Signals to candidates: Work connects to broader impact or community value.
Shows up in daily work: Storytelling about impact, mission aligned goals.
6 Examples Of Great Company Culture Statements
Still in need of some inspiration? If you’re struggling to put together your own impactful company culture statements we’ve put together some examples from the world’s best employers to help get your creative juices flowing.
1. Canva
“Our mission is to empower the world to design. We work in a collaborative environment where ideas move quickly and where people grow through continuous learning. We care deeply about creating tools that help people communicate with clarity and confidence.”
Why it works:
It connects mission with daily behaviors, showcases a global mindset and uses company culture descriptive words like collaborative and continuous learning.
2. Spotify
“We believe in innovative thinking, open communication and diverse perspectives. We operate with autonomy and trust, encouraging every team member to experiment, learn and contribute to meaningful work experienced by millions of listeners.”
Why it works:
It describes behaviors rather than abstract values. Words like innovative, open and diverse make the culture feel tangible.
3. Adobe
“We create products that inspire creativity and help people tell their stories. Our culture is grounded in curiosity, respect and accountability. We thrive when different perspectives challenge us to build better solutions.”
Why it works:
Uses clear, people centered language while integrating company culture descriptive words like curiosity and accountability.
4. Shopify
“We are a product driven company focused on solving hard problems. We value independent thinking, practical solutions and fast decision making. People here take ownership and move with intent.”
Why it works:
It highlights unique traits such as autonomy and problem solving, offering candidates a realistic look at expectations.
5. REI
“Our purpose is to inspire people to enjoy and protect the outdoors. We foster an inclusive community built on respect, stewardship and shared adventure. We believe work should contribute to a healthier planet and a healthier life.”
Why it works:
Blends mission with lifestyle, reinforcing values through behavior rich language.
6. Atlassian
“We build tools that help teams work better together. Our culture is centered on transparency, teamwork and pragmatic innovation. We operate with honesty, curiosity and a focus on delivering value.”
Why it works:
Simple, specific and anchored in core behaviors that guide decision making and collaboration.
FAQ
What is a company culture statement?
A company culture statement describes the values, behaviors and expectations that shape daily life at your organization. It helps employees and candidates understand what it feels like to work there.
Why are company culture statements important?
They guide hiring, onboarding, decision making and employee engagement. They also help companies differentiate themselves in competitive talent markets.
How do I choose company culture descriptive words?
Select words that reflect your real environment. Choose descriptive terms such as collaborative, inclusive or growth minded only when they accurately describe your culture.
How long should company culture statements be?
Most are one to three short paragraphs. They should be easy to read, memorable and actionable.
How often should we update our culture statement?
Most HR teams review statements every one to two years or after major organizational shifts such as mergers, leadership changes or new strategic priorities.
The Bottom Line
Every organization has a culture, but not every organization communicates that culture clearly. Thoughtfully written company culture statements give HR leaders the ability to define expectations, reinforce values and strengthen both employee and candidate experience.
When paired with the right company culture descriptive words, these statements become practical tools that guide behavior and decision making at every level.
In a landscape where clarity, transparency and alignment matter more than ever, investing in a strong culture statement is an investment in long term organizational health.
Platforms like Bucketlist Rewards help reinforce those cultural commitments by recognizing employees who bring your values to life each day.
