We spend a lot of time talking regarding the importance of making positive candidate expertise, therefore, folks can come back to figure for our firms. Then we have a tendency to point out making positive employee expertise, therefore people are engaged and productive. And we discuss the requirement for a positive company culture to retain employees.

All of these things are true. And we must do them all. But let’s be real, no matter what we do, every day will not be sunshine and roses. Sometimes organizations have tough days. They experience setbacks.

But when handled properly, its culture that can help companies push through the very events that threaten it. When neglected, though, the damage can be irreparable. Here are a few tips for maintaining culture when things go wrong


Preserving your corporate culture might seem like an internal affair, but you should never forget that the reason your business exists in the first place is to serve its customers. That fact can become a powerful rallying point for those within your organization during difficult periods.

As your employees: How can we continue to serve our customers despite what’s happened? Renewing your team’s sense of its mission under fire can have a ripple effect on the company culture. High customer retention is a sign that your employees are working together despite setbacks, which can be enormously affirming. Customer attrition, on the other hand, might cause team members to question themselves and one another


When it hits the fan, keeping quiet is one of the worst things leaders can do. It causes a rift between teams and their managers, and the effect on culture can be strangling. Don’t stay tight-lipped about what’s going on. Inform your employees of anything they may need to know in order to keep doing their jobs well and to prepare for any further shakeups to come.

Of course, if the information is confidential for any reason, it ought to stay that way. If that’s the case, it’s worth pointing out explicitly that that’s the reason you can’t share certain details. Maintaining transparency tells the team that management understands their responsibility in the matter and that they trust their staff enough to handle uncomfortable information. That trust is an indispensable tool for keeping culture on track in any situation, particularly when things go wrong.


Transparency is all about communication, but you need to go further in times of strife. Don’t just keep the C-suite door open, so to speak–increase both the amount and kind of internal messaging according to the scope of the difficulties you’re facing. Things naturally get tense when the company turns in an unexpected direction, which has a terrible effect on communication.


If you have the resources, it might be worth having senior leaders hold one-on-one conversations with team members. Communication isn’t just a one-directional thing in times of crisis. You also need to listen. Let your employees speak freely and comfortably about the issues facing the company. That tells each person on an individual level that their input means something. It can even yield potential solutions to the problems at hand.

Most important, though, one-on-one conversations during tough times helps bring your employees together, showing them that the organization substantively values their opinion, rather than just paying lip service. These chats don’t need to be solemn meetings, either. Simply catching up for a few minutes can work wonders for company cultures that are going through tough times.

One great example of a positive company culture comes from Pragna. This fast-growing company believes that the most important ingredient to success is positive company culture. Pragna promotes a positive corporate culture by offering special perks that help boost positivity and morale throughout the company.

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