What is a Great Company Culture? How Small and Medium Businesses Can Build Culture Beyond the Mission Statement.

Many companies describe their culture as “great”—but what does that actually mean? And what happens when employees start asking, “So…what makes it so great?” For small and medium-sized businesses (SMBs), culture often comes down to balancing core values with everyday actions and translating lofty goals into reality for teams in the office, on-site, or scattered remotely. Here’s what a truly great company culture is all about and, more importantly, how SMBs can make it happen with limited resources (and maybe even a little humor).

What Does “Great Culture” Even Mean?

At its core, a great company culture is like the personality of the business—if you had to introduce your culture at a party, would people be intrigued, or would they awkwardly edge toward the punch bowl?

A vibrant culture feels authentic and shapes not just what employees do but how they feel about doing it. Great culture is one where employees find meaning, feel respected, and believe they’re part of something bigger than themselves.

Bringing Culture to Life: Practical Strategies for SMBs

A small business may not have the budget for fancy perks or big-name consultants that some larger firms employ, but you do have an edge: flexibility, personality, and the agility to make changes fast. Here are some down-to-earth, actionable ways to create a meaningful culture that resonates with employees.

1. Define Values That Actually Mean Something

Get Real with Values: Forget words like “synergy” or “innovation” (unless you’re seriously innovating). Values like “integrity,” “teamwork,” or “customer focus” are great if they come from genuine reflection on what your company is all about. Use simple, relatable language, so values aren’t just posters in the breakroom but visible in every meeting and decision.

Make Values Actionable: Instead of saying you “value teamwork,” highlight actions that promote it—like having a buddy system for onboarding or using project tools that encourage collaboration.

2. Promote Open, Fun Communication (Even If It’s in Slack Memes)

Two-Way Feedback: Creating a culture of feedback doesn’t mean endless surveys or feedback loops that no one reads. Set up a quarterly feedback form that’s easy to fill out, or, for a small team, hold an “open-mic” time at meetings where employees can speak up—anonymously if necessary.

Have Some Fun: For remote teams especially, humor can lighten the mood and bridge gaps. Set up a Slack channel for random memes, encourage pet introductions on Zoom calls, or start “Throwback Thursdays” with embarrassing first-job stories. Humor connects teams and builds camaraderie, even from afar.

3. Make Well-Being More Than a Buzzword

Flexible Schedules: Small businesses may not be able to offer elaborate wellness programs, but you can provide real flexibility. Flex hours, mental health days, or even a “focus Friday” with no meetings can show employees that well-being isn’t just lip service.

Encourage Micro-Breaks: In the office, have a designated “recharge” spot (even if it’s just a comfy chair near the coffee machine). For remote teams, encourage brief breaks with a funny email reminder. Studies show that mini-breaks improve focus and morale—and let’s be honest, no one’s productive at hour three of non-stop Zoom calls.

4. Celebrate Successes—Big and Small

Recognition Is a Culture Builder: While SMBs may not have the funds for flashy awards, thoughtful, genuine appreciation goes a long way. Have a monthly team lunch, even if it’s virtual with a small lunch stipend, or kick off weekly meetings with a quick “wins” round where employees can share successes (and maybe a few failures, for laughs).

Build Peer Recognition: Peer-to-peer recognition often feels more genuine than top-down praise. Set up a system, like a digital “high-five” wall or kudos boards, so employees can celebrate each other’s contributions publicly.

5. Build Inclusivity from Day One

Small Team, Big Heart: Small businesses might not have a formal DEI program, but inclusivity should still be intentional. When onboarding new hires, make an extra effort to introduce them personally to everyone on the team. For remote teams, schedule casual check-ins during their first week to foster connection.

Continuous DEI Efforts: Encourage employees to bring diverse perspectives by organizing occasional “culture share” sessions. These could be as informal as a Friday coffee chat where employees talk about unique traditions or cultural backgrounds, building respect and understanding organically.

Making Culture Work On-Site and Remote

Whether your employees are all in the office, fully remote, or a bit of both, here’s how to make culture accessible and meaningful in different environments:

On-Site Culture-Building Tips

• Design Spaces with Intent: If your budget allows, create a cozy spot for quick team huddles or casual chats. Small touches, like a stocked coffee bar or a bookshelf with fun titles, create inviting spaces that communicate a positive culture.

• Make Time for Face-to-Face Fun: Host informal gatherings—even if it’s just donuts on a Friday morning—where people can mingle outside of their roles. On small teams, these moments really matter and build relationships naturally.

Remote Culture-Building Tips

• Bring the Team Together Virtually: For remote teams, use virtual tools creatively. Host “Zoom-free” afternoons, virtual game hours, or have everyone share a “Monday Motivation” meme. Casual connections keep people feeling like they’re part of a team.

• Communicate Clear Expectations: In a remote setup, nothing frustrates employees more than unclear communication. Provide guidelines on expected response times and meeting etiquette to avoid misunderstandings and build a supportive, respectful remote culture.

Culture: A Living, Breathing Part of Your Business

Building a great culture in a small or medium-sized business doesn’t require big budgets or complex programs. At its heart, culture is about making sure that everyone feels like they belong, that their work has meaning, and that they’re supported and respected.

So, if someone asks, “What’s our company culture like?” let your answer be grounded in how employees actually experience work every day, not just words on a poster. Through thoughtful communication, genuine recognition, and a bit of humor, you can create a culture that’s not only talked about but lived—no corporate jargon required.