Despite overwhelming evidence, it staggers me that some still dismiss culture as a nice-to-have rather than a necessity. If you think culture doesn’t matter, I have news for you - you’re wrong. A strong culture isn’t just a warm, fuzzy feeling; it’s a powerful driver of profit, productivity, and employee engagement.

The Business Case for Culture

If you aren't convinced, let’s look at some facts: a study by Deloitte found organisations with strong cultures are four times more likely to be highly productive. Companies with a thriving culture also see 30% higher levels of innovation and 40% higher employee retention. These aren’t just numbers - they’re a direct line to profitability.

Take good old John Lewis, one of our most beloved retailers in the UK. The company’s employee-owned model instils a deep sense of ownership and belonging, resulting in high engagement and consistent profitability.

Closer to home here at Blakeney, we’ve seen the transformative power of a strong culture first-hand. But here’s the catch: culture doesn’t just “happen.” It takes time, investment, and relentless effort. It also needs a tenacious group of ambassadors continually keeping the culture alive and moving it forward. We are lucky to have an absolutely brilliant team here leading the charge on values, fun, inclusivity, community, environment and professional development, which means culture is monitored weekly to make sure we aren't missing anything and that we are staying ahead of the curve.

Building a Strong Culture: Hard Work and Tenacity

So, what does a strong culture look like, and how can you build one? At Blakeney, we are in year two of our culture programme. We’ve focused on three core areas to cultivate a culture that supports our business goals and makes our team excited to come to work:

1. Embedding Our Values: Our values – Curious, Courageous, Unique and United – aren’t just words; they’re the foundation behind everything we do. But living by these values requires constant reinforcement and authenticity. It’s about making sure everyday decisions and actions reflect these principles.
2. Purpose and Voice: We ensure that every team member feels a sense of purpose and knows their voice matters. This isn’t easy; it demands ongoing communication, active listening, and a willingness to adapt. We also make sure this is reflected in our ever-evolving benefits programme. And our aim is that when the team see that their contributions shape our future, they’re more invested in our success.
3. Fun and Collaboration: We believe in working hard and celebrating that hard work. Our calendar of fun and collaborative events isn’t just for letting off steam – it’s a crucial part of keeping our team connected and energised. We don't want to force fun, but providing opportunities to socialise outside of work helps us deepen our understanding of each other and promotes greater collaboration at work.

Culture = Belonging

I have long been an avid believer that at the heart of every great culture is a sense of belonging. (Quick recommendation here for one of my favourite books, "Belonging", by Owen Eastwood). When people feel heard, valued, and part of something bigger than themselves, they naturally bring their best selves to work.

Unilever UK and Patagonia are prime examples of this. Unilever has a culture that emphasises sustainability and social impact, empowering employees to drive initiatives that align with these values. Patagonia has to be one of my favourites; it has woven its commitment to environmentalism into the fabric of its culture. Employees are encouraged to volunteer for environmental causes, and the company donates 1% of its sales to environmental nonprofits. The result? A fiercely loyal workforce, low staff turnover, and a brand that customers trust and are willing to pay a premium for. Patagonia’s commitment to culture isn’t just an ethical stance – it’s a brilliant business strategy.

If you still aren't convinced, workplace consulting and global research company, Gallup found that organisations with highly engaged employees outperform their peers by 147% in earnings per share. That’s not a fluke – that’s the power of culture in action.

The Bottom Line: Culture Takes Work

For those who still see culture as a “soft” aspect of business, it’s time for a reality check. Culture is the bedrock of any successful organisation. When employees feel they belong and their voices are heard, they support each other, drive the mission forward, and ultimately, boost the bottom line.

Your people are your greatest asset: treat them well and returns will follow. If you’re serious about success, here are three key takeaways you can use to make a difference:

1. Encourage the team to create a short set of values. Once you have done that find out what they mean to each person and then make sure you truly base your organisation’s culture on them.
2. Provide as many moments as possible for the team to feed back on how to keep evolving.
3. Listen and ACT.