I've always believed that corporate culture was about unity—one big happy team working toward shared goals. But recently, I've discovered an intriguing twist: the power of microcultures. If you haven't heard this term before, you're not alone; it's still relatively new and catching on. But according to recent research from Deloitte’s 2024 Global Human Capital Trends, 71% of leaders think embracing smaller, unique team cultures is essential for a thriving organization. Seems the 71% are correct in their thinking as well.  It is reported that companies which focus on microcultures are 1.6 times and 1.8 times more likely to achieve desired business and employee outcomes respectively. 

What are Microcultures?
Microcultures aren't complicated—they're just smaller, distinct groups within your larger company culture. Think about your marketing team, your product developers, or even the remote employees who have their unique ways of collaborating. These groups often develop their own informal customs, communication styles, and ways of working. Rather than seeing this as fragmentation, I see these microcultures as opportunities for innovation, engagement, and productivity.

Why do Microcultures Matter?
Microcultures, although new as a term but not in practice, matter because people connect more deeply when they're part of something personal, something specific. It turns out employees are far more engaged when they identify strongly with their immediate teammates. There are lots of validating studies which show when engagement goes up, so does retention, creativity, and even performance.

How to Nurture Microcultures
One easy way to nurture microcultures is by recognizing and celebrating team-specific achievements. Acknowledging wins, whether they're big project completions or small daily successes, strengthens team bonds and creates pride in shared accomplishments. I've found, in the companies we work with, that giving teams a bit more freedom to express their unique personalities goes a long way in boosting morale.
Of course, while celebrating uniqueness is important, alignment with the broader company goals remains essential (sometimes company goals also need work but that is for another blog post). Encouraging teams to develop their own identities doesn't mean losing sight of your organization's overall vision. The trick is finding balance—allowing teams enough autonomy to foster innovation and engagement while still maintaining cohesion across your company.

Caution About Microculture Drift
In a recent PWC’s Insider Challenge: How to stop microcultures from taking over an organisation, it cautions about microcultures which drift too far from the overall corporate culture. The result of this drift can be the opposite effect of the benefits of aligned microcultures. This is why proper nurturing of microcultures is a necessity for overall corporate success.

Getting Started with Microcultures
So how can you get started? Here are a few things I've found helpful:
1.    Spot the Microcultures: Pay attention to how your teams naturally group themselves. These groups can be based on job roles, interests, or even shared experiences.
2.    Empower Creativity: Give these smaller teams opportunities to showcase their identity. This can be as simple as encouraging them to define their own rituals or informal practices.
3.    Celebrate Their Wins: Regularly acknowledge team successes in ways meaningful to them. It boosts morale and strengthens their sense of identity.
4.    Stay Connected: Ensure that, despite their uniqueness, all microcultures are connected to the bigger picture—your company's values and goals.

Embracing Microcultures
Embracing microcultures has shifted perspective on workplace culture. It's a refreshing, effective approach to building a dynamic, engaged, and innovative workplace—something we all aim for.

Sources:
Deloitte 2024 Global Human Capital Trends Report:
https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2024/orchestrating-workplace-microcultures.html

How to stop microcultures from taking over an organisation
https://www.pwc.com/m1/en/publications/how-to-stop-microcultures-from-taking-over-an-organisation.html