Think of each individual workplace as a country where each is governed by a particular social norm and way of operation. The same goes for moving from company to company, just as you don’t travel to Japan, expecting the same lifestyle as the US. New jobs have specific ways to communicate to get the job done.
That’s why it’s important to find a company that has a culture that suits your preferred work style, says Vicki Salemi, a career expert based in New York City.
“If, for example, you are an independent worker and the culture strengthens microcontrollers, that will probably be the number one reason you will leave to look for new opportunities elsewhere,” explains Salemi. “If the opposite is true and you prefer a practical management style, if it’s embedded in the culture, you’ll be happy and productive in the environment that’s best suited for you.”
A study published by the Journal of Acupational and Environmental Medicine shows that when employees are satisfied with the company’s work culture, there is more established trust between staff and leaders and improves work performance.
Of course, workplace culture is much more subtle than mere management style. It covers a vast variety of characteristics, ranging from openness and risk-taking to growth and entrepreneurship opportunities.
Here are four common types of workplace cultures: clan, adhocracy, market/competition, hierarchy, and ways to thrive or survive based on where you are.
Family
According to the National Institutes of Health (NIH), the “family” workplace culture is based on strong cooperation, teamwork and interpersonal relationships among staff. “When you think about family workplace culture, think about family business or large companies with a family-like environment,” says Salemi. “Teamwork comes first with collaboration and the idea that ‘we’re all together.’ ”
Strong Points: Salemi observes that employees of this type of organizational culture often (but not always) feel very faithful. She adds that this type of workplace culture is for you if you want to feel your voice is important in your decision-making. “There’s usually a strong sense of family,” she explains. “Employees usually feel very loyal and have a stake in the business. Even if they don’t, they feel connected to each other and the company.”
Cons: Conversely, Salemi adds that if you are someone who thrives when you feel like a star at work and is very ambitious, this may not be for you. “You may be too loyal and overlooked the basics you need. For example, if you’re not enough, you may be seduced to stay instead of looking elsewhere,” she says.
Adhocency
When it comes to advocacy-oriented workplace culture, Salemi says, “Think of having a culture that embraces innovation, entrepreneurialism, shaking things, potentially failing, but accepting failure rather than warning them.” “This type of culture usually supports risk-taking and wants to color outside the line.”
A study in the Journal of Financial Services Marketing states that workplaces with an adhocratic culture often produce some of the most efficient and innovative types of workers, and of course many results.
Strong Points: If you want to be pushed to creative limits and mind running freely with ideas and experiments, I say this is your kind of culture. “Employees who thrive in this culture are usually very adaptable, flexible and versatile in thinking outside the box and problem solving,” she adds.
Cons: Second, adhocracy is a nightmare for employees who prefer to stick to their job descriptions, Salemi points out. In the spirit of innovation and risk-taking, it may be encouraged to spend more time or carry out duties beyond the day.
Market/Competition
Market/competition is much more stringent when adhocracy is about taking risks and celebrating its efforts even if it fails, then markets/competition is far more stringent. “There’s a focus on competitors and profits,” Salemi said sales jobs tend to have the best culture, with a focus on quotas and targets. Salemi adds that culture in this case may also vary by sector. “For example, companies may be adhocacy for innovation, but within the sales sector there may be more market/competitive culture,” she says.
Strong Points: If you want to thrive when given a goal and have concrete evidence of your achievements to demonstrate leadership, then this style of work is for you. “And that could further encourage competition internally,” Salemi points out.
Cons: “If internal competition is not healthy, it can be a fierce environment,” warns Salemi. “You might feel like someone can throw you under the bus or take your clients.”
hierarchy
A hierarchical workplace culture clearly communicates roles, responsibilities and job descriptions. You know who is doing what and who is in charge. Salemi usually says that you find standard operating procedures (SOPS) for these types of jobs, as well as find the formally outlined paths to promotions, metrics to hit, and pay ranges and job titles.
Strong Points: Like family culture, the roles are easy to understand. You may be asked, but no one is going to force you to spend more time than normal time, moving beyond your job description. Such behavior is largely discouraged. Salemi says it’s for those who like direction and clear communication.
Cons: All of this type of culture is to stay within the line, explains Salemi. And because creativity and innovation are so discouraged, employees who thrive in entrepreneurship may feel suffocated or frustrated. You might also say that all of this type of tissue is about optics. Modifying the manager in a meeting will give you blowback even if you’re on the right. Furthermore, as a study published by the MIT Sloan Management Review suggests, this type of company may truly push off innovative employees.
Which company culture is best for me?
As Salemi says, your preferred work culture type may fluctuate throughout your career. As you go through various life changes, you will see that entrepreneurship flows with decline. That’s completely fine. Mortgages and kids may drive you into an adhocacy organization by being in your early 20s, but they may seek hierarchical or family workplaces.
To determine which corporate culture style is best for you at this moment, Salemi suggests that you consider your own work style first. “Quest yourself whether you’re jumping outside the box and working independently, or whether a well-defined job description will not deviate over time,” she points out. “That’s just an example, but once you determine what your work style is, you can evaluate the environment and the company to see if it’s appropriate.”
According to Salemi, the conclusion is to be self-aware throughout your career. “You can check in every six months or on an annual basis to assess your salary compared to your current role, market value, and evaluate what you need most in your company culture, and enjoy your prosperity, success and your role,” she encourages.
What is USA Today Top Workplaces 2025?
Do you work for a great company? Each year, USA Today Top Workplaces is a collaboration between Energage and USA Today, ranking US organizations that excel at creating positive work environments for their employees. Employee feedback determines the winner.
In 2025, over 1,500 companies were recognized as the best workplaces. Check out our overall rankings. You can also get more insight into workplace trends and advice by checking out the links below.
