Progressive Company Culture and Why It Matters

Competitive salaries, cutting-edge technology, and a highly-rewarding bonus scheme. Your company seems to be offering employees everything that they could possibly want. But it is still struggling with retention and loyalty. Your ideal employees are taking the nearest exit and it is not even an emergency.


Are you wondering why this is happening? It is because of company culture.

Company culture is not just the buzzword that millennials like to throw around during a job interview. Culture is a much more fundamental element of work. It is true that the concept of company culture is a bit hard to grasp. It is certainly not the most tangible issue and it is often dismissed by many employers as they lack a full understating of it. But there are many elements that employees value and that collectively make up company culture.


According to the Millennials in the Middle East and North Africa Survey, the reasons for preferring a workplace over another include work-life balance, independence, opportunities for learning and career growth, and overall satisfaction. These elements are manipulated by a company’s culture and can have an impact on whether an employee remains at the company or leaves as soon as a new opportunity is presented. 


The solution to this concern is to adopt a progressive company culture. Each employee is significant to the bigger picture and a progressive company culture creates a positive work environment that enforces that type of thinking and compels employees to form deeper connections with their current jobs.


From the HR experts at, here are the main characteristics that make up a progressive corporate culture:


1. Targeting loyalty

A clear indicator of a happy and satisfied workforce is employee loyalty. When employees love their workplace, are engaged and motivated, and have an overall positive experience, they are less likely to leave. One of the benefits of employee loyalty is the reduced turnover rate also proves much more productive for your company as a whole because it lowers recruitment and hiring costs. Loyalty also fuels productivity. According to a poll, Employee Loyalty in the Middle East and North Africa, 88.9% agree that employee loyalty contributes extensively to productivity at work.


But in order to target high employee loyalty, you should start with promoting your unique culture and explaining why it is a place worth staying at. Hire based on the culture you’ve created and train your employees to be part of it. If your employees are building their careers and growing within your company, chances are, you have created a healthy and happy work culture that no one wants to quit.


2. Removing communication barriers

A healthy work environment is one where employees are honest, share thoughts, discuss ideas, and communicate openly. Professional and productive discussions are always encouraged. Transparency is essential, as no employee likes to be kept in the dark. Keep your employees in the loop concerning any major changes, whether improvements or problems. Hiding information will only hurt your work environment, which will reflect poorly on the results.


Integrate open-door policies, open conversations, and trust among all employees into the company’s policies. By opening the communication channels, employees start to feel more comfortable at the workplace, which in turn puts their minds at ease and improves productivity. You can easily promote open communication by creating or using online communication platforms, encouraging regular town halls with senior management, and ensuring regular feedback streams.


3. Building stronger teams

Ensuring that relationships between team members are healthy means better communication. A healthy team is capable of collaborating, brainstorming, sharing tasks, as well as working together for optimum results. These healthy relationships allow members to solve any conflicts in a respectable manner and encourages members to evolve those relations outside of the work setting. Minimize gossip and deal with any personal issues head on and respectfully. As seen in the poll, Teams in the MENA Workplace, 90% of professionals agree that teams are an

essential part of their satisfaction at work.


4. Aligning goals

According to a poll, Employee Loyalty in the Middle East and North Africa, 40.7% of respondents think that it is the manager’s responsibility to align employee goals with company goals. Every employee wants to know and understand where his or her job fits into the bigger picture of the company. Their contribution makes a difference and so you should make it clear to them; all within the company’s overall mission. Employees should be able to describe the values of the company, connect their own values and goals to them, and perform accordingly. Ideally you should be doing this as early as the recruitment stage. When hiring new members, you should explain your company’s goals and mission, ask the candidate for their own goals, and then discuss the overlaps, if any.


5.  Trusting your employees

Respect and trust are the ultimate success factors for any relationship. When an employee feels that they are respected and trusted, they will be motivated and driven to produce with pride. You should trust your teams to make the right decision for the company, such as trusting them to refer highly qualified job applicants. This empowers the employees to do what is best for their company and their loyalty is strengthened as a byproduct.


Naturally, all of these elements work together towards enhancing the efficiency and productivity of your employees. When employees uphold company standards and work well in teams, they are more engaged and loyal. Hence, they are more committed to the success of the company through hard work. Also, when they feel trusted, they can build upon the trust even further. As a result, the need for supervision is no longer a priority, saving both parties time and energy to be invested in actual work.



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