We asked business leaders and other industry experts to share examples of how their companies’ cultures evolved over time and what factors led to those changes. Here are their insights on building a more adaptable, inclusive, and forward-thinking workplace.
- Integrating Learning into Our DNA
- Agile Retrospective Framework
- Implementing Structured Communication Tools
- Introducing Anonymous Surveys
- Focus on Quality and Innovation
- Shift to People-Focused Culture
- Introduction of Volunteering Opportunities
- Emphasizing Intentional Thinking Time
- Focus on Sustainability
- Adopting Collaborative Work Environment
- Prioritizing Work-Life Balance
- Prioritizing Customer Experience
- Embracing Diversity and Inclusivity
- Customer-Centric Innovation and Teamwork
- Valuing Client Experience
- Building a Supportive Work Environment
- Rewarding Positive Behaviors
- Implementing Flexible Work Options
- Focus on Continuous Learning and Transparency
Integrating Learning into Our DNA
Our company’s culture has evolved significantly over time, shaped by a commitment to continuous learning, transparency, and innovation. These core values have driven actionable changes that align our practices with the needs of our employees and the demands of the market.
We recognized that fostering a culture of growth required embedding learning into our daily operations. Leadership set the tone by integrating annual training goals into SMART objectives and highlighting personal applications of new knowledge through internal communications. By sharing insights from conferences, periodicals, and formal education, we created a system where learning was not just encouraged but woven into the fabric of the company culture. This shift empowered employees to see learning as a shared responsibility, fueling both personal and organizational growth.
As part of our evolution, we embraced equity and inclusion as living values. This meant going beyond policies to actively address systemic inequities. Transparency became key—openly assessing and sharing findings on hiring practices, pay structures, and promotions. By empowering leaders at all levels with the tools and training to uphold equity standards, we built trust and accountability. Engaging employees in shaping these norms ensured that every voice contributed to the cultural shift, making changes when and where needed.
Innovation became a cornerstone of our culture through active leadership and empowerment. Executives demonstrated their commitment by removing bureaucratic barriers, encouraging calculated risks, and celebrating lessons learned. Business units were given the resources and autonomy to innovate, creating a ripple effect that fostered creativity and risk-taking across the organization. This culture of innovation not only enabled us to adapt but also propelled us toward sustainable growth.
Our cultural evolution was driven by both internal and external forces. Internally, employee feedback highlighted gaps between our values and practices. Externally, market demands for agility and inclusivity underscored the need for transformation. Aligning our values with actionable strategies created a culture that thrives on continuous learning, transparency, and innovation—delivering a lasting impact for our people and stakeholders.
Joseph Braithwaite
Managing Partner, EvolveThinking
Agile Retrospective Framework
Our culture has shifted tremendously from its early days. Initially, we adopted a fast-paced, almost frantic environment focused on rapid growth and quick wins. This was necessary to establish our presence. Over time, however, we realized the importance of balancing growth with employee well-being and sustainable practices. This shift was partly driven by feedback loops within the team, highlighting the need for a more supportive and flexible work environment.
A valuable framework we’ve implemented is the “Agile Retrospective” from software development but applied more broadly. After every project or major milestone, we hold informal sessions where team members can discuss what went well, what didn’t, and what can be improved. This continuous feedback system has encouraged open communication, fostering a culture where everyone’s voice matters. It’s helped us adapt quickly, maintain alignment with our mission, and keep employee satisfaction high.
Shannon Smith O’Connell
Operations Director (Sales & Team Development), Reclaim247
Implementing Structured Communication Tools
Our company culture has evolved significantly over time due to growth and shifting priorities. Initially, our culture was informal and heavily centered on close-knit teamwork, but as we expanded, we faced challenges maintaining communication and collaboration. To address this, we implemented structured communication tools like Slack and Monday. Slack improved day-to-day communication by providing a platform for instant messaging and file sharing, while Monday streamlined project management and accountability, ensuring team alignment by providing a clear overview of tasks and deadlines.
We recognized the need for flexibility while maintaining productivity during our transition to a fully remote work model. Clear remote work policies were introduced, virtual check-ins were encouraged, and a culture of accountability and trust was fostered. These changes improved employee satisfaction, increased productivity, and enhanced work-life balance. Key factors driving these changes included employee feedback, leadership alignment, and an intentional focus on creating a culture that adapts to business needs and employee well-being.
The actionable takeaway is to embrace digital tools, actively solicit feedback, and intentionally design a culture supporting remote work success, ensuring our company’s future and keeping employees engaged and connected.
Darryl Stevens
CEO, Digitech Web Design
Introducing Anonymous Surveys
Over time, our company culture has shifted from process-driven to people-centric. One turning point was introducing anonymous surveys to understand employee concerns. Many felt undervalued or overwhelmed, so we prioritized work-life balance and transparency. A major change was quarterly “open forum” meetings, where employees can share ideas or concerns directly with leadership. It’s been transformative for engagement and trust.
We also embraced flexibility by introducing hybrid work and letting people set their schedules. This showed we valued their individuality and gave them autonomy. The result? Happier, more productive teams and better collaboration.
Ultimately, it wasn’t just about new policies but committing to listening and adapting. That shift has made all the difference in creating a culture where people feel heard and valued.
Vikrant Bhalodia
Head of Marketing & People Ops, WeblineIndia
Focus on Quality and Innovation
Our company culture has changed a lot over the years, influenced by a focus on quality, innovation, and the growing demand for premium experiences. Similar to how Porsche adapts to meet the needs of its audience, we’ve worked to build a culture that emphasizes delivering value with purpose and excellence.
One big factor in this shift has been the expectations of younger professionals like Millennials and Gen Z. These generations want more than just a paycheck—they want to work for companies that align with their values and deliver meaningful experiences. Learning from premium brands that foster a strong sense of pride and belonging, we’ve focused on creating a workplace where people feel connected to the company’s mission and know their work makes a real difference.
We’ve also recognized that great outcomes require a great environment. Just like luxury companies such as Chanel or Apple invest in their teams to ensure their products and services stand out, we’ve made it a priority to empower our employees. This includes offering opportunities for professional growth and encouraging collaboration so that everyone feels involved in shaping the company’s direction.
Another key influence is the premium industry’s attention to consistency and detail. We’ve adopted similar practices internally, improving communication, recognizing achievements, and fostering a positive and supportive workplace. These changes ensure that the way we operate as a team reflects the high standards we aim to deliver to our clients.
Ultimately, our culture has evolved to reflect the values of quality, purpose, and collaboration. By focusing on these principles, we’ve created an environment where our team can thrive while staying aligned with the premium standards we represent to our clients. This evolution has been key to growing as a company and meeting the changing expectations of both our team and the people we serve.
Federico Navarro
Business Strategic & Operational Consultant
Shift to People-Focused Culture
When I first started the company, we focused heavily on technical expertise—getting the job done right, on time, and on budget. But over time, I realized that what truly set us apart wasn’t just our skills but how we made customers feel. Our culture evolved from being task-oriented to people-focused. We introduced initiatives to foster empathy and accountability among the team, like customer feedback sessions and community service projects. This shift not only improved customer satisfaction but also boosted team morale. The biggest factor that led to this change was listening—both to our customers and our team. It taught me that culture is built by how you treat people, not just how you perform the job.
Dustin Smith
Founder & CEO, Smith’s Plumbing Services
Introduction of Volunteering Opportunities
One of the most significant changes in our corporate culture was the introduction of volunteering opportunities for employees. This program was not just about community service though—it changed how we perceive teamwork and purpose within our organization.
Initially, we focused on such traditional incentives as flexible working hours, as well as team-building events. They seemed effective but transactional at best though. The idea of volunteering came up during one brainstorming session when a colleague suggested a group clean-up drive at a local park. From that moment, it snowballed into something much bigger than that.
We decided to partner with nonprofits that matched our team’s values; these included environmental conservation and youth education programs among others. Even if it was voluntary, you cannot ignore the amazing turnout with more than 70% of staff being part of the first campaign. The sight of colleagues playing different roles outside their normal offices exposed new dynamics while building an inclusive sense of accomplishment.
The cultural transformation was huge; employees started having more ownership over what they were doing since they could see connections between volunteerism and the task-driven energy of their everyday labor. It also enabled us to know other interests in employees that may not be evident while at work.
As an example, one silent developer happened to become an excellent coordinator at a charity event and we later utilized this skill as an internal project manager. The moral of the story? Culture is always changing. Having said that, in some cases, bringing in initiatives that resonate with deeper human values can encourage development in ways you never thought possible.
Soubhik Chakrabarti
CEO, Icy Tales
Emphasizing Intentional Thinking Time
Our company culture has really changed fundamentally; it was really one that was deeply based on the ideas of speed and results. We were extremely focused on how fast we were moving and on breaking things in the beginning. This worked fantastically for innovation, but what happened was a lot of burnout and unsustainable growth patterns.
The turning point was when we realized that most of our ideas came out the best in our slow, more thoughtful discussions. We began emphasizing intentional thinking time, both as individuals and in teams. We introduced “No-Meeting Mondays,” giving everyone a deep dive into some of the hardest problems or just recharging their creative batteries.
What’s been eye-opening is how this shift to thoughtfulness has supercharged innovation rather than slowed it down. Giving room for deep work and thoughtful collaboration has helped ideas emerge that wouldn’t have surfaced in a breakneck, results-first environment.
This evolution teaches us that culture isn’t static; it’s an ongoing experiment. Sometimes the biggest leaps forward come not from acceleration but from recalibration.
Derek Pankaew
CEO & Founder, Listening.com
Focus on Sustainability
Our company culture has evolved significantly as we’ve grown, particularly in how we approach problem-solving and sustainability. Initially, our focus was on developing AI-driven tools to streamline restaurant operations. However, as we engaged more deeply with clients and analyzed the challenges they faced, we realized that the impact of our solutions extended beyond efficiency—it also had environmental and social dimensions.
One defining moment was recognizing the significant food waste generated across the restaurant industry. We saw how smarter inventory management could help reduce waste, benefiting both businesses and the environment. This realization marked a cultural shift within our organization. Sustainability became a core principle, influencing not only our technology but also how we think and work as a team. For example, our developers began collaborating with environmental experts to design features specifically aimed at minimizing food waste.
Team discussions now regularly explore how each product decision aligns with our broader goals of supporting clients and protecting the planet. This shift created a stronger sense of purpose among employees and strengthened collaboration across departments. These changes were driven by actively listening to our clients, staying mindful of global challenges, and understanding that our role extends beyond providing software—we aim to empower communities. Today, sustainability is no longer secondary; it’s a guiding principle that shapes our culture, priorities, and everyday decisions.
Manoj Kumar
Founder and CEO, Orderific
Adopting Collaborative Work Environment
To be honest, our company’s culture has changed a lot over time. Initially, we had a traditional, hierarchical structure that slowed decision-making and held back creativity. As the industry became more dynamic and employee expectations shifted, we knew we needed to make adjustments. We moved to a more collaborative and flexible work environment. This included introducing flat hierarchies, encouraging teamwork across departments, and offering hybrid work options.
The main reasons for these changes were employee feedback, competition for top talent, and the need to innovate faster to meet client demands. The results have been remarkable. Employee engagement scores have risen by 30%, and our project delivery timelines have improved by 20%. Adapting culture can truly drive progress.
Vaibhav Kishnani
Founder & CEO, Content-Whale
Prioritizing Work-Life Balance
Our culture has evolved from being one of hustle and long hours to one that prioritizes work-life balance, professional growth, and teamwork. When I founded the firm, the expectation was that everyone would put in the hours to build something great. But as we grew, I noticed that burnout was creeping in, and it wasn’t sustainable. We began to focus more on creating an environment where people felt supported and could thrive. We introduced mentorship programs, flexible work policies, and regular check-ins to ensure the team felt valued and heard. These changes came from recognizing that our success doesn’t come from individual effort but from collective strength. A happy, well-supported team delivers better results and makes the firm a better place to work.
Andrew Hope
Attorney & Founder, Hope Law Firm
Prioritizing Customer Experience
Our culture has always been rooted in a deep respect for craftsmanship and a genuine passion for connecting people with timepieces that tell a story. Over time, though, a few key shifts have shaped how we operate and engage with our customers and team. Initially, our focus was heavily on the watches themselves—sourcing rare pieces, ensuring authenticity, and providing detailed knowledge. While that remains core, we’ve evolved to prioritize the customer experience just as much. Factors like feedback from clients and a growing demand for more personalized service pushed us to refine how we interact, whether that’s through one-on-one consultations, better communication, or expanded services like custom sourcing.
As the team has grown, we’ve put more emphasis on collaboration and learning. Early on, it was more about individuals working on their areas of expertise, but now, we regularly share insights and ideas to ensure consistency in service and to stay innovative. This shift came naturally as we hired more people who shared the same passion for watches and wanted to contribute beyond their immediate roles.
The watch industry, especially vintage, is inherently sustainable, but we’ve taken deliberate steps to amplify that. For example, we now highlight the environmental benefits of buying pre-owned pieces and are transparent about our sourcing practices. This change was driven by a growing global awareness of sustainability and a desire to align with those values.
In short, listening to both our customers and team members, while staying true to our core mission, has been the biggest driver of cultural evolution. It’s helped us grow not just as a business, but as a community.
Garrett Silverstein
CEO, Ottuhr
Embracing Diversity and Inclusivity
Culture is a broad term, so let’s break it into key components: Core Values, Mission or Purpose, Work Practices, and Leadership Styles.
My co-founder Peter Matthews and I have led our company for over 20 years. Core values often remain consistent, especially with founders at the helm. We are a diverse, open-minded, and international team that cares deeply about the well-being of our employees, customers, and partners—this won’t change. Our mission has also stayed steady: helping people succeed with data. It’s a big, complex challenge we’re passionate about solving.
However, our work practices, styles, and traditions have evolved as we’ve grown from a small startup to a global player in data analytics. In the early days, we thrived on agility and creativity, fueled by individual contributions. As we expanded, hiring talent from diverse backgrounds enriched our team with fresh perspectives and a deeper understanding of customer needs and journeys.
A key practice that helped us navigate this growth is the “Retrospective” process, borrowed from agile frameworks. After major projects, teams review what worked and what didn’t, encouraging open dialogue and continuous improvement. This approach ensures everyone’s voice is heard, helping us adapt and align cultural shifts with our goals. It’s a simple yet powerful way to enhance collaboration, innovation, and team dynamics as we grow.
Allan Wille
CEO & Co-Founder, Klipfolio
Customer-Centric Innovation and Teamwork
Diversity became a core focus as our global team expanded over the years. Initially, cultural nuances led to miscommunications and isolated team dynamics. We embraced inclusive practices like cross-cultural training and multilingual resources to bridge gaps. This evolution made our culture more empathetic and celebrated our team’s unique perspectives. Today, diversity is a celebrated strength that drives innovation and collaboration.
Expanding globally required us to rethink how we supported a distributed team. Time zones, cultural differences, and diverse working styles highlighted the need for inclusivity. We adopted asynchronous practices and promoted cultural awareness to overcome these challenges. These adaptations allowed us to build a cohesive global culture without geographic barriers. Inclusivity became a driving factor in shaping our evolving identity.
Alari Aho
CEO and Founder, Toggl Inc
Valuing Client Experience
Our company culture has evolved significantly as we expanded to include RV and boat storage alongside traditional self-storage. Initially, our focus was on efficiency and operational excellence. However, as we began catering to customers with larger vehicles and unique needs, we realized the importance of emphasizing customer-centric innovation and teamwork.
One factor that led to this change was feedback from employees and customers, highlighting the need for tailored solutions and enhanced service. This shift prompted us to foster a culture of collaboration and adaptability, encouraging our team to think creatively about addressing customer needs. By prioritizing innovation and a customer-first mindset, we’ve not only grown our offerings but also strengthened the sense of pride and purpose within our team.
Tyler Harper
Co-Founder, Homegrown Storage
Building a Supportive Work Environment
When I joined the firm, we were focused almost exclusively on case results—getting big verdicts and settlements for our clients. And while that’s still a core part of what we do, we’ve evolved into a firm that values the client experience just as much as the outcomes. This cultural shift happened when we realized that many of our clients felt lost or overwhelmed by the legal process. We implemented client communication policies so each client feels heard, respected, and informed. We’ve also built a collaborative internal environment where attorneys share insights to improve case strategies. The driving factor behind this change was recognizing that clients are not just cases—they’re people navigating life-altering injuries, and they deserve to be treated with dignity and care.
Joshua Frachtman
Attorney, Partner, Zimmerman & Frachtman
Rewarding Positive Behaviors
Honestly, looking back, our company’s culture has changed in ways I never expected. When we first started, it was all about the hustle—just getting things done. But over the years, I’ve realized that what really makes us special isn’t just the work we do, but how we do it together. I remember the turning point when I really started focusing on building a space where everyone could feel comfortable, valued, and supported. It was about building a place where people could grow, share ideas, and feel like they truly mattered. Seeing how much that has shaped us as a team makes me proud. It’s not just about what we’ve accomplished, it’s about how we’ve done it, together.
Mukul Singh
Founder | Website Expert, Digital4design
Implementing Flexible Work Options
Culture is how it feels to work somewhere, how decisions are made, and how people interact with each other. You can set guidelines and principles in writing, but those may be disconnected from real life. Better to reward positive behaviors that align with the business goals (e.g., group meetings where individuals answer “what are you struggling with this week”) that enable real talk in a safe place. Over time, you realize that culture drives performance, and being a lighthouse for how others should behave is the best you can do.
Sean Everett
CEO, Evergence
Focus on Continuous Learning and Transparency
Over the past few years, our culture has been more flexible, with an employee-centric approach. Of course, one of the greatest differences is the range of work-from-home options and flexible shift timings so that employees can choose according to their comfort. This was all from listening to our employees and understanding their challenges. They were especially facing issues around work-life balance and long commutes. We knew that commuting was time-consuming and the biggest stress factor for many people.
Hence, we introduced work-from-home policies so that employees could better manage their time and be more productive. We also modified shift patterns to suit individual needs so that employees could have better control over their daily routines. This was all about creating a work environment that supports our teams’ performance at their best and a healthy balance between their personal and professional lives. It’s all part of our ongoing culture of empathy, flexibility, and employee centricity.
Yogesh Kumar
Deputy Manager SEO, Pinnacle Infotech
