Defining Company Culture in a Post-Pandemic World

Ah, company culture— the workforce buzzword, or buzz-phrase, that pops up time and time again in our work-related conversations and our LinkedIn feeds these days. It seems that the idea of a work place’s culture or values has become a top priority for job seekers, as they navigate their career trajectories. But, what does it actually mean, and when did it become so paramount for employees, sometimes topping their list of “non-negotiables” when looking to make a career move?

Fifteen years ago, the idea of placing company culture as one of the important aspects of a job was a relatively foreign concept. Elder Millenials were still new to the workforce, and Gen X and Baby Boomers made up a vast majority of the labor pool. As a whole, their professional desires and goals were simple; they desired a job with decent pay, decent benefits, and job security. Enter: Millenials.

As more and more of the younger generation set foot into the labor force, we saw a shift in the professional landscape. Fresh-faced and enthusiastic, Millenials desired more out of their jobs than a simple paycheck. The workplace needed to bring more to the table; a company needed to be enticing. Here, the concept of company culture began to form.

Suddenly, employees were talking about company values and how those values aligned with their own. A firm’s mission, vision, and goals were now under scrutiny. Job seekers looked for a sense of camaraderie, of collaboration, in their work environments. Did current employees seem happy? Was there a sense of innovation and positivity? Beyond this, many businesses, particularly tech startups, sought to revolutionize the workplace, making it, dare we say, homey. Unlimited paid time off, fully stocked office refrigerators, and company-wide social bonding retreats are just a few of the many new and exciting perks that organizations were bringing to the table in order to entice and retain top talent.

As the multi-faceted definition of company culture took shape to broadly mean caring about employees as complex individuals and not just laborers, it now sat atop many job seekers’ list of most important aspects of a job. A positive work atmosphere was crucial for many, even if it looked slightly different for each individual and for each organization. This shift was exciting and beneficial for workers and employers alike; happy employees = greater output = company-wide success and growth.

Throughout most of the 2010s, the workforce persisted in this manner. However, the pandemic abruptly halted this trend, fundamentally reshaping the professional landscape and redefining the concept of company culture in unforeseeable ways. As a large portion of the labor force was pushed to work online in isolation, another portion was subjected to unpreventable and devastating layoffs, with these unprecedented working conditions persisting for almost two years as the world grappled with a new normal in the face of a terrifying unknown. Company culture was now considered trivial; if your job was still there, you were happy.

Now, on the other side of the pandemic, the professional panorama looks very different, and this extends to our definition of company culture. Many workplaces, forced to shift to remote work, have decided to allow for more flexibility in this area, offering remote and hybrid options for their employees. Job searchers who previously sought jobs with perks like trendy office spaces with yoga and relaxation rooms, now look for flexible work schedules and competitive pay. Those employees who once asked about happy hours and company-sponsored social bonding, now ask about comprehensive benefits and core organization values.

It seems that the professional culture pendulum, having swung in the opposite way for a decade and more, has now centered itself, landing at a comfortable place in the middle. After more than two years of forced pandemic-shaped work life, people have developed new priorities and new ideas around what company culture embodies; many job seekers are looking for safety, security, work-life balance, growth opportunities, and fair compensation.

What has remained the same, though, is the idea of treating employees like individuals, not just laborers. This display of employee appreciation that was once achieved through office space perks and social bonding, is now achieved through a trust in people. A positive company culture places trust in individuals to put out good work, and that trust can be shown in providing flexibility and supporting professional and personal growth.

Of course, every organization and every individual worker is unique, and there can never be one true definition of company culture. It’s also important to note that the entrance of Gen Z into the workforce adds to this discussion, as their professional goals and values are unique to what we’ve seen in previous generations. One thing is certain, however: the meaning of company culture is ever-evolving, and it’s imperative for organizations to keep their finger on the pulse in understanding what people desire in their professional lives.

Erin Vita-Finzi

Erin Vita-Finzi is a Talent Acquisition and Branding Specialist for EVF Management.

https://www.linkedin.com/in/erin-vita-finzi
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