As a company leader, you no doubt hold lots of responsibility. People come to you for all sorts of things: questions, comments, concerns, insight, and whatever else one of your coworkers may need. So, it’s only natural that you have thought of ways to satisfy everyone “equally”.
You have thought of ways to shape your workplace culture. You’ve assessed all types of personalities. After doing your research, you conclude that your workplace only has two options available: individual achievement or team collaboration.
It’s the classic question of whether you’ll lead more individually or more collectively. But the truth is, this question is not relevant, and it often becomes just another stressor.
Why Choosing One Culture Over the Other Fails
It doesn’t matter which option you choose. Choosing one or the other will cause people to feel psychologically unsafe, ultimately creating a culture problem. And the results of this are hard to ignore.
- Only 30% of employees globally feel engaged at work, the lowest level in over a decade.
- This disengagement costs the global economy an estimated $438 billion annually in lost productivity.
- 64% of employees experience burnout at least once a week, up from 48% in 2023.
- Meanwhile, only 26% report a strong sense of belonging at work.
These numbers are not isolated data points. They are signals of a deeper, systemic issue in how workplaces are designed.
What Happens When Companies Address Culture Systematically
On the other hand, companies that address these culture challenges intentionally and systematically see measurable improvements.
- A 56% increase in job performance
- A 43% reduction in turnover rates
This is not about perks, slogans, or surface-level initiatives. It is about designing environments where people feel safe, valued, and aligned.
The Competitive Advantage Leaders Overlook
The gap between current engagement levels at 30% and what is actually achievable through higher performance and lower turnover represents a massive competitive advantage. This is especially true for mid-sized companies.
Culture is not a soft issue. It is a retention and growth lever that leaders can directly influence.
Designing for Both: The Real Answer
By adhering to research and understanding that neither individual achievement nor team collaboration is superior on its own, leaders can build a stronger foundation for sustainable success.
Organizations succeed when they honor individual contributions within collective goals.
The most innovative and productive companies do not choose one side.
They design for both.
