Your Company Has a Culture, Whether You Know It or Not
So why not make it one filled with happy, productive employees, Sherry Smith asks in her latest column.

What resonated most was the basic concept of “company culture” always being described the same way—a shared set of beliefs, values, and attitudes that guide your organization.
It doesn’t get any more concise than that, and it makes it clear that culture goes beyond a company’s mission statement and vision.
In reading the article, I also was reminded of a few of the recurring misconceptions I’ve heard over the years.
I’ll start with my personal favorite: “We don’t have a culture here.”
It’s not difficult to imagine that some business owners might not believe they have a defined culture, especially if they’ve never put the work into defining it for themselves, their teams, and their customers.
However, just because you haven’t defined or articulated what your culture is does not mean you don’t have one.
All businesses have a culture; it just might not be the kind you want or can identify with.
Your culture impacts every aspect of your business, from productivity (or lack thereof) and employee engagement (or disengagement) to employee retention (or turnover), client-facing interactions and growth (or stagnation).
When I hear, “We’re never going to be a touchy-feely organization and besides, it doesn’t affect the bottom line,” it makes my blood boil.
Another misconception is that culture is about everyone getting along.
As many of us know all too well, retail environments don’t always lend themselves to peaceful and harmonious ecosystems. We naturally experience ebbs and flows, as success is celebrated, and disappointments pondered.
Our teams can enjoy good days, when everyone seems to be pulling in the same direction, and more challenging days, when we must contend with a little tension in the ranks.
Culture is much more than how people interact. It is formed by management behaviors and practices, by clarity of roles and expectations, by group successes, and by the health of relationships between staff and leadership.
It is revealed in how colleagues treat each another, especially when they disagree. And it is in how the business facilitates healthy debate and disagreement while still providing a psychological safe space for team members.
Culture drives performance.
When I hear, “We’re never going to be a touchy-feely organization and besides, it doesn’t affect the bottom line,” it makes my blood boil.
Research shows that detached or disengaged employees cost you an average of $20,400 per year.
They’re less likely to work hard, feel motivated or meet expectations for their role. In fact, approximately 73 percent of actively disengaged employees are on the lookout for new jobs or opportunities.
Conversely, employees working in a strong, positive environment will thrive.
According to a Harvard study of more than 200 companies by J. Kotter and J. Heskett, a strong culture will increase a company’s net income 756 percent over 11 years.
Another study by Performance Indicator found that 94 percent of employees with great managers reported being more passionate about their work.
On the other end of the spectrum, 77 percent of employees with bad managers hope to leave their current jobs.
Here are seven steps toward creating an extraordinary culture.
1) Dedicate the appropriate amount of time to lay out your core values, as these will be the foundation that guides your organization.
Include your employees to make sure that everyone is aligned, including leadership and management. Use survey tools, such as SurveyMonkey, to solicit feedback from your employees in the development process as well as going forward.
2) Set clear goals and outline the objectives so team members have a clear understanding of what they’re working toward. This will not only help guide individual performance but will encourage collaboration and teamwork.
3) Communicate your action plan and be transparent. A lack of transparency creates a secretive environment and a lack of trust.
Full transparency, meanwhile, contributes to a more collaborative environment where employees are more likely to share ideas with each other. Studies have also shown that a transparent work environment leads to happier and more engaged employees.
4) Celebrate wins, even the small ones. Most everyone benefits from affirmation and recognition. Rewarding employees for outstanding performance or a cost-saving suggestion makes employees feel valued, encourages them to continue performing, and motivates others to up their game.
Also, friendly competition leads to better results. Gallup determined companies that recognize and celebrate employee wins experience 50 percent increased productivity, 44 percent higher profits, 50 percent higher customer satisfaction and 13 percent less turnover.
5) Invest in employee development. When you invest in your employees, you attract and retain great employees. Investing in continual learning shows you care, increases innovation and performance, and improves engagement and employee loyalty.
Consider, for example, offering rewards for conference attendance or a small budget for books.
6) Make time to retreat. Offsite events for your entire team can be instrumental in the growth of your organization. These retreats can range from a one-day event to a weekend retreat and are designed to foster an environment to brainstorm, discuss and overcome challenges. Plan out your year based on your team’s input.
7) Consider serving your community. Choose a favorite charity or two and get involved. Communities love when their local businesses give back. Social responsibility contributes toward a positive identity and helps you stand out.
While there are many more things you can do to create a positive workplace culture, the above suggestions are a great place to start.
I leave you with this thought.
Author Simon Sinek said it best: “Customers will never love a company until the employees love it first.”
A strong culture creates a stronger sense of purpose and employee commitment, enhanced trust and cooperation, higher levels of respect around disagreements, and, ultimately, a better bottom line.
The most successful organizations foster cultures that allow their employees to grow and thrive.
The Latest

The medals feature a split-texture design highlighting the Games’ first time being hosted by two cities and the athletes’ journeys.

Sponsored by The INSTORE Jewelry Show 2025

Globally, travel and transportation brands reigned, while in the U.S., alcoholic beverage companies and a lingerie brand took the top spots.

The Seymour & Evelyn Holtzman Bench Scholarship from Jewelers of America returns for a second year.

The Brooklyn-based jewelry designer is remembered as a true artist and a rare talent.


Production at the mine in Canada’s Northwest Territories topped 1 million carats in Q2, the third consecutive quarter of growth.

A new slate of Learning Workshops will take place in Oklahoma, Mississippi, and Georgia.

The countdown is on for the JCK Las Vegas Show and JA is pulling out all the stops.

The middle class is changing its approach to buying jewelry and affordable luxury goods, the NRF said.

It marks the third consecutive quarter of growth for Cartier, Van Cleef & Arpels, Buccellati, and Vhernier.

The reseller’s market trends report, based on its sales data, also shows exactly how much Rolex prices have jumped since 2010.

The auction house will be hosting a retrospective paying tribute to jeweler Jean Dinh Van and his company’s 60th anniversary.

Jake Duneier and Danielle Duneier-Goldberg have stepped into the roles of CEO and president, respectively.

The “Impermanence” collection contemplates nature through the Japanese art of Ikebana (flower arranging) and philosophy of wabi-sabi.

The Texas-based jewelry retailer has set up shop in Tennessee and Arizona.

Eric Ford will step into the role, bringing with him decades of experience.

In addition to improved capabilities, the acquisition will allow the jeweler to offer support to other independent jewelers.

The “Celestial Blue” capsule collection campaign features Olympian Kateryna Sadurska.

The seasonal store, located in Mykonos, Greece, offers exclusive events, personal styling, and curated experiences.

The New England jeweler is hosting a bridal event for the month of August.

The trade-only event will host its debut fair in the Emerald City later this month.

Its sessions will focus on inventory strategies, staff performance, retention and acquisition, emerging market trends, and more.

For its 10th anniversary, Miseno designed the “Arco” earrings based on the Arco Felice, an arch conceptualized in A.D. 95 in Miseno, Italy.

The jewelry company is one of several contributing to relief efforts in the region after the recent floods.

Inspired by fiancé Sid Wilson’s nickname for her, the white and yellow diamond ring features a unique honeycomb design.

The brand is marking its 50th anniversary with a limited-edition bangle, high jewelry suites, new collections, and more.

Goldfarb said changes in the industry, coupled with his age and the updates needed to modernize his business, drove his decision.