When your culture clicks, everything moves faster — engagement, retention, innovation, even morale. But when it doesn’t, you feel it — disconnected teams, mixed messages, and turnover that makes HR want to scream.
Cultural alignment bridges the gap between what a company says it stands for and how employees actually show up. It’s not just about values posters; it’s about living those values daily.
The good news? Technology like Achievers makes reinforcing culture easier, with recognition, communication, and rewards that reflect what matters. Let’s dive into how cultural alignment works and how Achievers can bring it to life.
Cultural alignment is when employee values, behaviors, and goals reflect your organization’s culture. It shows up in shared purpose, strong collaboration, and consistent decision-making. When alignment is strong, work feels connected and meaningful. But it’s not always easy — especially with hybrid teams, silos, or fast growth. Culture can drift. That’s why alignment needs ongoing care, clear communication, and the right tools to keep everyone rowing in the same direction (without hitting each other with the oars).
When employees genuinely connect with your company’s culture, they don’t just clock in — they commit. Cultural alignment fuels engagement, loyalty, and the kind of motivation no pizza party can manufacture (though we do support carb-based morale boosts).
Aligned cultures drive measurable business results. For example, Gartner found that organizations that focus on culture connectedness can achieve a 4.5x increase in performance and an 11.5x increase in engagement.
When culture is aligned, teams are more productive, turnover slows down, and hiring becomes less about guesswork and more about fit. It also fosters inclusion and belonging — because when people see their values reflected at work, they show up fully (and stay longer).
Aligning company culture isn’t a one-time task — it’s an ongoing effort. Whether you’re managing hybrid teams or navigating rapid growth, making culture a priority helps keep everyone engaged and aligned. Here are some practical tips to ensure your culture goes beyond a slogan and becomes something people live every day.
Be clear about your company values. Don’t leave employees guessing or require them to decode some corporate jargon. If your values are integrity, teamwork, or innovation, make sure everyone knows what those mean in practice. Clear, actionable values give your team a common foundation to rally around. The more genuine you are, the more your people will connect with your culture. No secret codes needed — just honest communication.
Culture isn’t something you introduce once and forget. It needs to be part of everyday conversations, decisions, and actions. One “culture slide” on Day 1 won’t cut it. Reinforce it in meetings, during feedback sessions, and across all touchpoints with employees. When culture is integrated into the daily flow, it becomes second nature. Culture should be felt every day, not just celebrated in onboarding like a once-a-year holiday.
Want more of the right behaviors? Reward them when they happen. Spotting and recognizing great actions immediately shows your team what truly matters. Recognition doesn’t need to be grand — it can be as simple as a shout-out in a meeting or a quick thank you message. The more you reinforce positive actions, the more they’ll become the norm. People will work harder to earn that acknowledgment — without waiting for a yearly review.
Surveys and feedback forms are only useful if you actually act on them. Ask your employees what they think, listen carefully, and make real changes based on their input. If employees see their feedback is valued and results in action, they’ll feel heard and invested. It’s not a one-time event; it’s an ongoing conversation. Repeat the process regularly to keep your finger on the pulse and maintain trust in your leadership.
Leaders set the tone for company culture — especially when it’s inconvenient. If you’re going to emphasize transparency, integrity, or collaboration, you need to model these behaviors yourself, even when it’s tough. Culture isn’t contagious unless leadership catches it first. Employees notice when actions don’t align with words. So, lead by example and stay true to your values — especially when no one’s watching. When you walk the talk, others will follow suit.
Aligning company culture is a big task, but with the right tools, it’s easier and way more fun. Achievers helps you track, reinforce, and celebrate cultural alignment across your organization. Here’s how:
With Achievers, cultural alignment is no longer a dream — it’s something you can actively shape, measure, and celebrate.
ATB Financial, a leading Canadian bank, faced challenges in employee engagement and retention. By implementing Achievers’ recognition platform, they fostered a culture of appreciation and transparency. The results were remarkable:
Kerilee Snatenchuk, Director of People & Culture at ATB Financial, noted:
“Achievers has impacted engagement at ATB by giving our team members a platform to share their voice and seek and share feedback amongst each other, to come together as one ATB in a visual way.”
PointClickCare, a leading healthcare technology company, faced the challenge of maintaining strong cultural alignment as the company grew rapidly. By implementing Achievers’ recognition platform, they were able to reinforce their core values across a geographically dispersed workforce. The results were impressive:
Jen Akinici, Manager, Benefits & Wellness at PointClickCare, shared:
“Achievers demonstrates the same passion we have in recognizing our employees. They continue to show a positive attitude when faced with any challenge we give them and their solutions — big or small — consistently offer meaningful intention and impact to employees.”
Cultural alignment is a continuous process of checking in, refining, and evolving your culture as your business grows. So, what do you need to do to stay on top of it? Take a moment to audit your current practices — are your values reflected in daily behaviors? Are there any misalignments slowing your progress?
Achievers makes this process easier. With tools for recognition, feedback, and actionable insights, we help you align your people with your purpose, driving culture forward — one authentic moment at a time. Ready to take the next step? Let’s make it happen.
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Cultural alignment happens when your team’s actions reflect your company’s values. For example, if innovation is one of your core values, you’ll see employees actively sharing new ideas and collaborating on creative projects. If teamwork is key, you’ll notice strong communication and support across departments. It’s not just about what’s said — it’s about how people live your values every day. Alignment looks like real, authentic behaviors that echo your company’s mission and vision.
Cultural alignment theory suggests that when employees’ values and behaviors align with the company’s culture, everything clicks. Higher engagement, better productivity, and a stronger sense of purpose follow. Think of it like a finely tuned orchestra — everyone playing the same song leads to beautiful music. It’s about creating harmony between personal and organizational values, where employees feel connected, supported, and driven by a common mission. The result? A culture that thrives and grows.
Cultural misalignment is when there’s a disconnect between what the company stands for and how employees actually behave. It’s like saying you value teamwork but having teams who rarely collaborate or only compete. This mismatch leads to confusion, disengagement, and turnover. When employees feel out of sync with the company’s culture, it’s harder to motivate them and keep them invested. Cultural misalignment doesn’t just make things awkward — it can be a real drag on your company’s success.
Written by
Kyla Dewar
Discover how easy recognition can be with Achievers
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