How to stop microcultures from taking over an organisation

Organisational culture, or the unique blend of behaviours, symbols, protocols, values, beliefs, attitudes and narratives that define how an organisation operates, is a powerful yet elusive concept. Despite its intangible nature, culture significantly influences performance, sustainability and success.

A strong culture can boost employee morale, productivity, creativity and innovation, contributing to bottom-line success.

Conversely, a weak culture can lead to challenges such as:

What is a microculture and how is it born?

Curating and nurturing an optimal organisational culture is complex and presents its own set of challenges. One of the most significant and prevalent challenges is the emergence of what are known as "microcultures". Microcultures are pockets of distinct norms and work practices that develop within specific teams or groups. Unlike the overarching culture envisioned by the organisation in line with its strategic objectives, microcultures diverge, are distinct and operate autonomously – all of which disrupts the overall organisation culture. They often mirror the particular objectives, work styles and personalities of smaller groups.

The formation of microcultures can be attributed to the following factors:

The dual impact of microcultures

Microcultures can have both positive and negative impacts on organisations.

Microcultures within organisations can boost job satisfaction and productivity by catering to the needs of specific groups. For instance, a group of 'overachievers' might thrive in a culture that rewards exceptional results, enhancing overall organisational effectiveness. These cultures can also support underrepresented groups, helping them navigate the workplace and fostering diversity and inclusion, which are key for attracting and retaining talent.

However, when microcultures stray too far from the organisation's core culture, they can create challenges like poor cohesion, disparities in engagement, and siloed teams that hinder collaboration and innovation.

To strengthen organisational culture, it's crucial to actively manage microcultures, ensuring they align with company values and strategic goals without stifling team autonomy. This balance helps prevent microcultures from undermining the organisation's success.

Safeguarding strategies:
How to strengthen an organisational culture

Preventing microcultures from distorting the overall organisational culture necessitates the implementation of strategic initiatives that foster cultural alignment and cohesion, while acknowledging and valuing the inherent diversity among teams.