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Last updated: February 10, 2026
Originally published: August 21, 2019
“What’s the culture like?”
It’s one of the first questions candidates ask in an interview—whether they’re applying for a software engineering role, a marketing position, or a seat in the C-suite.
And for good reason. While job seekers may be drawn in by title, compensation, or scope, it’s a company culture that often determines whether someone stays—and grows with your org—or chooses to go.
Which raises an important question: how do you improve company culture in a way that actually lasts?
At first glance, “how to improve company culture” may not sound like a talent acquisition responsibility. But because TA teams are often the first touchpoint for candidates, they play a critical role in shaping how culture is perceived, understood, and experienced from day one.
That said, culture isn’t owned by TA alone.
Strong company culture is an organization-wide effort—shaped by executive leaders who set direction and values, HR teams who drive engagement and recognition, managers who build trust day to day, and recruiters who bring it all to life during the hiring process.
In this guide, we’ll break down how to improve company culture with practical, proven strategies—and show how hiring and talent acquisition teams can reinforce culture at every step.
The Benefits of a Strong Company Culture for Employees and Hiring
When a strong culture is in place, it’s unmistakable. You see it in the everyday moments—active Slack channels and team connections—and in the larger, measurable ways that drive engagement, performance, and results.
Lower turnover: Employees who feel connected to their workplace are far less likely to look elsewhere. Culture is one of the strongest predictors of retention.
Stronger employee referrals: Engaged employees become your best recruiters. When people genuinely enjoy where they work, they’re more likely to refer other superstars in their network.
A stronger employer brand: Your culture is your employer brand—and today, candidates don’t have to dig to find it. Between social media and review sites, the word is already out. When your brand is strong, interest follows.
Higher productivity: Low engagement slows everything down. When culture supports people, productivity follows.
Deeper employee engagement: When employees feel heard and respected, they contribute ideas, collaborate more effectively, and push beyond baseline expectations.
How to Improve Company Culture: 4 Strategies That Actually Work
Every organization wants a culture people love—but strong culture doesn’t happen by accident. It’s built intentionally.
When organizations focus on how to improve company culture intentionally, these efforts compound over time—shaping engagement, retention, and hiring outcomes.
1. Define Your Mission, Vision, and Values
Before jumping into perks or programs, culture needs a foundation.
Your mission, vision, and values act as the GPS for your company culture. They clarify what matters, guide decision-making, and set expectations for how people work together.
At Employ, for example, that foundation is clearly defined:
Mission: We bring together the best talent with the best companies, creating opportunity for people and businesses.
Vision: To be the category-leading talent acquisition provider.
Values:
- We are people-first—We guide our decisions by what’s best for our employees and our customers.
- We are customer-obsessed—We relentlessly focus on serving the needs of our customers.
- We are accountable—We own the outcome, working as a team towards a shared mission.
- We are innovative—We are bold, driving change. We continually learn and grow.
Pro tip: Make your mission, vision, and values visible—on your website, careers page, and job descriptions. Candidates should understand what you stand for before they ever apply.
2. Recognize Your People (Early and Often)
What do employee recognition and Ina Garten have in common? Turns out—a lot.
According to Ina, “If I’m criticizing you, I’ll take you out of the room and discuss what you can do better. If I’m complimenting you, I’ll do it with everybody around.”
Employee recognition is one of the most effective ways to reinforce culture.
Recognition builds confidence, strengthens connection, and highlights the behaviors you want repeated—especially when peers are empowered to recognize one another.
To make recognition stick:
- Recognize behaviors, not just outcomes: Call out actions that reflect your values—not just end results.
- Keep it frequent and simple: Small, consistent moments can mean more than annual awards.
- Make it specific and visible: Clear, public recognition helps positive behaviors spread.
3. Invest in Learning and Development
Career growth is one of the most powerful drivers of engagement.
According to Employ’s Job Seeker Nation, 52% of job seekers cite career advancement as a top reason for changing roles. Organizations that invest in learning don’t just retain talent—they future-proof it.
Effective learning and development looks different at every stage:
- New hires & onboarding: Build clarity and confidence early with structured onboarding and quick wins.
- One-year milestone: Shift from ramp-up to growth with stretch projects and career mapping.
- New managers: Focus on feedback, coaching, and people leadership skills.
- Director level and above: Develop strategic leadership, systems thinking, and change management.
When people can see a future at your company, they’re far more likely to stay.
4. Be Ready to Listen and Improve
Improving your culture means listening to the employees who experience it every day.
When employees have consistent opportunities to share feedback, ask questions, and raise concerns, culture becomes something that’s actively maintained—not something that drifts over time.
To strengthen feedback across the organization:
Create regular feedback moments: Move beyond annual surveys. Pulse checks, retrospectives, and 1:1s make feedback part of the rhythm of work.
Close the loop: Feedback builds trust only when employees see action. Even small updates show that input is being taken seriously.
Equip managers to listen well: Train managers to ask open-ended questions, listen without defensiveness, and follow through on what they hear.
Normalize upward and peer feedback: Culture improves when feedback flows in more than one direction—not just top-down.
When feedback is consistent and actionable, teams stay aligned—and company culture stays strong.
Making Company Culture Part of the Hiring Process
So, you’ve invested in your company culture—and seen the results tenfold. Now? It’s time to weave that into your hiring process, highlighting what it’s really like to work at your organization.
Here are just a few ways you can highlight your stellar company culture without over-engineering your hiring process.
- Write culture-forward job descriptions that go beyond responsibilities.
- Show—don’t just tell—on your careers page, with real employee stories.
- Equip recruiters to have honest conversations about values and expectations.
- Design interviews around behaviors and values, not just resumes.
- Include future teammates to give candidates a real feel for the team.
- Communicate clearly and consistently at every stage.
- Carry culture through offers and onboarding to reinforce trust.
Turn Culture into a Competitive Advantage
Improving company culture isn’t about slogans or surface-level perks. It’s about building systems, experiences, and processes that support people—starting with hiring.
With the right technology, TA teams can embed culture into every stage of the hiring process—from job descriptions to onboarding—without adding administrative burden.
See how teams are bringing company culture to life throughout the hiring process with Lever.
