What are the Five C’s of Employee-Centric Company Culture?

In today’s competitive recruiting environment, the significance of an engaged and active company culture can’t be overstated. The statistics reveal that 94% of executives and 88% of employees believe a distinct workplace culture is crucial to organizational success. A company culture that is employee-centric impacts everything from employee productivity and happiness to customer retention and market growth. Etech believes in this fact; hence, we treat our workforce just like the way we treat our customers, and it reflects in our vision statement.

Etech’s Vision

To make a remarkable difference for each other, our customers, and within our communities. 

Building and protecting an employee-centric culture might seem daunting to the HR leaders, especially as a company grows by thousands of employees. However, it just needs some straightforward steps to transform your workplace.

In our 20-plus years of experience in fostering an employee-centric culture at Etech – growing from only a few people to more than 2,000 we have today- we have focused on the below five integral pillars: 

  1. Commitment 

Commitment comes first because it’s not possible to build an employee-centric culture without committing to doing so. The foundation of any organization should be a genuine commitment from each one, from the C-suite to interns. It will lead to an environment where a healthy and connected culture can flourish. Commitment is also important because a great culture can’t develop overnight; it’s something you have to work on and evolve continuously.

How can you develop the commitment that you want?

You’ve to ensure that everyone in your organization understands the company’s mission and vision, and most importantly, believes in it. Complete buy-in from the leading executives in the organization can instill a companywide tone. When every individual in the organization feels connected to the same central mission, there evolves the real employee-centric culture. 

  1. Communication

Communication is the most significant cornerstone for any successful relationship, whether between a manager and his/her direct report or a company’s CEO and the employees. If there is clear and consistent communication, it strengthens trust, one of the vital elements of employee happiness. 93% of employees have said that if they could trust their direct manager, it drives their overall satisfaction at the workplace. 

That trust can only grow if you communicate with your employees about the goals of the company. You must ensure that your employees are aware of the right path that can help achieve those goals and how they can individually contribute to the company’s success. 

Also, it is crucial to share every good and bad news about the company with the employees. You should communicate with employees at all levels, across different channels, so that everyone is well-informed.

  1. Care 

Remember, there’s a reason why it is called ‘human’ resources. All types of great cultures thrive based on empathy and human understanding. A healthy employee-centric culture is the one where people care about everyone, every day.

Establishing this mindset should start with your company leaders and the HR (Human Resource). There must be policies that encourage respect for all individuals working in your company.

As the ‘Golden Rule’ from the kindergarten says,- Treat others as you want to be treated. 

This concept is an important lesson today, and we should keep this in mind as we walk through our professional lives. At Etech, our core value is rooted in this guiding principle. Our North Star is ‘People First.’ We genuinely believe that if we care for our people, they will reflect that back towards us. We think you should always focus on doing the right thing and show care for your employees and the community. 

  1. Community 

A positive employee-centric corporate culture extends beyond the workplace. To volunteer in the community and charity should be core to your company values. You must ask your employees what they are passionate about and plan to contribute to those causes, supporting the non-profit organizations that align with your company values. 

To understand how your company can contribute within the community can be helpful for everyone around you, letting the employees feel a sense of social responsibility inside and outside the walls of your organization. 

Make it a priority to set aside some service days for companywide volunteering or you can offer paid volunteer time as a benefit. It will help your employees take time on their own to support various social causes that they strongly believe in. These initiatives won’t just benefit several noble reasons- they’ll also add to the company’s morale and culture. Undoubtedly, it will help to build a feeling of camaraderie amongst your employees. 

  1. Celebration 

The company that celebrates together stays together as a family. You should be proud of what your people achieve and recognize them for that. You must celebrate the financial and professional successes of the company, but also don’t forget to appreciate personal milestones- the employees getting married, having a baby, or completing a marathon. 

People like to sometime spend a cheerful time amid the hectic work schedules; it brings good and positive vibes in the workplace. If you create a culture of professional and personal celebration, it will make your people feel appreciated, which has a vital impact on employee satisfaction. 79% of people who quit their jobs said ‘lack of appreciation’ was the reason why they left. 

In a Nutshell 

The above “Five C’s” of an employee-centric culture have proven to be effective for years. We, at Etech, believe they keep us focused and accountable. With these pillars in place, we could build and protect a positive workplace with happy employees.
Hence, the five pivotal milestones mentioned above can have a profound impact on the way your business operates and help you redefine your company in such a way that people feel motivated to work with it. 
David Carrizales

David Carrizales

David Carrizales is SVP of Talent Acquisition & Training Excellence. His responsibilities include ensuring robust initial and ongoing training and development that fuels great retention and performance results. Leading initiatives and coordination to promote and enhance Etech’s brand in our communities. Recruiting and retaining great team members and leaders. Implementing tactical training for Operations and Training Leadership to better leverage and utilize tools like QEval, GrupoNGN, Numinary, etc. to support agent, leader, company, and client success.

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