A well-structur organizational culture is the foundation of thriving companies. But what are the most important pillars for aligning strategic people management with the challenges of the future of work?
In this article, we will present the main pillars of organizational culture according to the book HR Trends 2025, the result of a survey carri out jointly by Koru and Flash with the main HR leaders in Brazil.
How important are the pillars of organizational culture?
>>>>lass=”yoast-text-mark” />>According to the article “The 8 Elements of Great Company Culture”, publish on the Great Place To telemarketing data Work blog, a strong culture is not just about benefits or relax environments, but rather relationships of trust, respect and shar purpose. </span></p>
<span style=”font-weight: 400;”>The same article points out that organizations with a robust culture have greater employee engagement, retain talent and achieve superior results in customer service and innovat
ion.</p>
<span style=”font-weight: 400;”>Therefore, understanding and prioritizing the appropriate pillars is not only a necessity, but an essential strategy to ensure the longevity and success of organizati
ons.
Pillars of organizational culture that are on the rise for 2025
<p>
>>The book “HR Trends 2025” highlights spam data the main pillars that will shape organizational cultures in the near future bas on unprecent research carri out with 173 HR leaders from 65 Brazilian companies interview between October and November 2024.
Below we will present what they are and why they were highlight. Check it out:
1 – Collaboration
With 47.6% of respondents highlighting collaboration, it is seen as the driving force behind high-performance teams.
In a context of hybrid work and global challenges, fostering an environment where professionals connect and share knowlge is vital.
Companies that prioritize collaboration the posts they publish or share are better prepar to innovate and solve complex problems.
2 – Digital Transformation
Digital transformation is consider essential by 43.9% of leaders for 2025. In addition to optimizing processes, advanc technologies refine the employee experience, promoting greater productivity and engagement.
Investing in digital tools and training teams to use them is an essential competitive advantage.
3 – Customer Focus
With 41.5% relevance, customer focus emerges as a critical pillar to support companies’ value proposition.
A deep understanding of consumer nes not only leverages results, but also strengthens the organization’s identity in the market.
<h3>4 – Talent Development
>Talent development was highlight by 39% of respondents as a strong pillar of organizational cul
ture, highlighting the importance of training and retaining qualifi professionals.
Training programs, mentoring and career paths not only expand internal competencies, but also create an environment of fulfillment and growth.
5 – Innovation
Cit by 39% of those interview, innovation remains one of the main factors for differentiating companies in the market.
Creating an ecosystem that fosters creativity and calculat risk-taking allows organizations to stay ahead of market trends and demands.
Pillars of organizational culture that deserve more attention</h2>
>>Although they were less cit as a priority, the following pillars are also relevant and re
quire greater attention from Brazilian companies:
6 – Diversity and Inclusion
Only 14.6% of respondents prioritize diversity and inclusion as a strategic pillar.
This data reflects a warning: valuing differences and building inclusive environments are fundamental to promoting innovation and engagement, as well as to attracting diverse talent.
7 – Sustainability
With 12.2% of focus, sustainability appears as the least prioritiz pillar.
However, the demand for sustainable practices is growing exponentially, both among consumers and employees, making this an aspect that cannot be ignor in the long term.
How important are the pillars of organizational culture?</b>
>>According to the article “The 8 Elements of Great Company Culture”, publish on the Great Place To Work blog, a strong culture is not just about benefits or relax environments, but rather relationships of trust, respect and shar purpose.
This material offers a practical and strategic vision for leaders who want to be at the forefront of significant transformations in the future of work.