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Scroll through LinkedIn, listen to workplace discussions, or grab a coffee with a frustrated friend, and you’ll hear it:
"This company has a terrible culture." "The organization is toxic." "Management doesn’t care about employees." "I just can’t work in a place like this anymore."
We talk about companies as if they are living, breathing entities that have personalities, behaviors, and motives. But a company, in and of itself, does nothing. It doesn’t communicate poorly. It doesn’t withhold recognition. It doesn’t create confusion. People do.
When someone says they’re struggling with a company’s culture, what they’re really struggling with is the way people within that company interact, lead, and collaborate. Workplace problems aren’t corporate problems, they are human problems. And the only way to fix them is by addressing the root cause: people not being in alignment.
The Real Issue: Misalignment Between People
Workplaces don’t become dysfunctional because of a corporate logo, a mission statement, or an office layout. They become dysfunctional because people, leaders, managers, and employees, are misaligned in their communication, expectations, and values.
Take a common complaint like "This company doesn’t communicate well." What does that really mean? It means employees aren’t getting the information they need. Maybe leadership makes decisions behind closed doors and only announces them at the last minute. Maybe different departments aren’t sharing critical updates. Maybe managers aren’t providing feedback, leaving employees guessing about their performance.
Now, take "This place has a toxic culture." What’s really happening? Maybe there’s favoritism, micromanagement, or a lack of accountability. But again, it’s not the “company” doing these things. It’s people behaving in ways that create a toxic experience for others.
When people are aligned, when they share the same goals, communicate effectively, and operate with mutual respect, the workplace runs smoothly. When they’re not, friction, frustration, and burnout take over.
The Five Cultural Issues That People (Not Companies) Create
If workplace culture is really just the sum of human interactions, then fixing culture isn’t about company-wide initiatives, it’s about getting people to work together in a way that reduces conflict and stress.
Here are five cultural struggles people blame on companies when the real issue is misalignment between individuals and teams:
1. Poor Communication
People often say, “Leadership doesn’t communicate,” or “We’re always left in the dark.” But leadership isn’t a singular, faceless force, it’s made up of individual people making decisions, sending (or not sending) emails, and choosing (or not choosing) to be transparent.
Example: A department is about to undergo a restructuring, but managers don’t share any details. Employees fill in the gaps with speculation, stress levels rise, and trust erodes. The “company” isn’t failing to communicate, the people in leadership are.
Solution: Leaders need to proactively communicate changes, clarify expectations, and ensure employees have the information they need to succeed. Transparency isn’t a corporate policy, it’s a personal choice made by the people leading an organization.
2. Lack of Trust and Psychological Safety
Many employees say, “I don’t feel safe speaking up here.” But that’s not because of the company itself, it’s because certain individuals have created an environment where people feel judged, dismissed, or punished for sharing ideas.
Example: A new hire spots a process inefficiency but hesitates to mention it after seeing their coworker get criticized for making a similar suggestion. The problem isn’t the company, it’s the managers and team members who react poorly to feedback.
Solution: Trust isn’t built by a mission statement, it’s built by individuals choosing to listen, respond with openness, and encourage dialogue. Leaders must create an environment where employees feel safe speaking up, and coworkers must support one another instead of engaging in blame or competition.
3. Unclear or Conflicting Expectations
A classic frustration: “No one knows what’s going on around here.” The reality? Expectations are either undefined, inconsistent, or contradictory, not because the company is inherently chaotic, but because the people setting expectations aren’t aligned.
Example: A team is told to prioritize long-term quality, but leadership later reprimands them for not delivering fast enough. Employees feel confused and frustrated. The issue isn’t the company, it’s that leaders are sending mixed signals.
Solution: Alignment happens when leaders provide clear, consistent guidance and ensure that expectations are realistic and well-communicated. If leaders don’t agree on priorities, their teams will be left confused and overworked.
4. Lack of Recognition and Appreciation
How often do we hear, “No one appreciates the work I do”? Employees don’t feel valued, but that’s not because of the corporate entity, it’s because the people they work with fail to acknowledge their efforts.
Example: A high-performing employee constantly delivers results, but their manager never acknowledges their contributions. Over time, they lose motivation and start looking for a new job. It’s not “the company” making them feel unappreciated, it’s their manager’s failure to recognize them.
Solution: Recognition must be a habit, not just a formal policy. Whether it’s a simple thank-you, a public shout-out, or a career development opportunity, people, especially leaders, must make an active effort to acknowledge the contributions of those around them.
5. Work Overload and Unfair Work Distribution
One of the biggest contributors to burnout is unbalanced workloads, not because the company “demands too much,” but because certain people take on too much while others skate by.
Example: A few high-performing employees are constantly given extra work because they’re reliable, while others on the team consistently underperform without consequences. The burnout isn’t caused by the company, it’s caused by an imbalance in accountability.
Solution: Workloads need to be distributed fairly, and managers must recognize when certain employees are overloaded while others could be contributing more. The key to fixing this isn’t a new company policy, it’s better leadership and teamwork.
The Real Fix: People Creating a Better Culture Together
When people say, “This company is terrible,” what they really mean is, “The people here aren’t working well together.” Workplace culture isn’t some abstract corporate entity, it’s the collective result of how people communicate, collaborate, and treat each other.
How to Build a Better Workplace (As People, Not Just an Organization)
Communicate clearly and consistently – Whether you’re a leader, manager, or team member, clarity prevents misunderstandings.
Foster psychological safety – Encourage open discussions and make feedback a normal, welcomed part of the culture.
Set and align expectations – Confusion is a people problem, not a company problem. Make sure roles, goals, and priorities are clearly defined.
Recognize and appreciate effort – Gratitude isn’t a corporate policy, it’s a personal practice. Make it part of daily interactions.
Distribute workloads fairly – Address imbalances and hold people accountable for contributing their fair share.
At the end of the day, “company culture” is just another way of describing how people work together. If we stop blaming the company and start addressing the people-driven misalignments, we can create workplaces that aren’t just functional but fulfilling.
Because the company isn’t toxic, the way people interact within it is. And people have the power to change that.
This perspective is shaped by my journey as a Human Performance Coach and advocate for mental well-being. Over the past 30 years, I’ve worked with individuals, organizations, and teams to help them find balance, resilience, and fulfillment through meaningful action.
Whether through personalized coaching, wellness program development, or fostering psychological safety in workplaces, my goal has always been to empower people to thrive both mentally and physically.
If this resonates with you or you’re curious about finding ways to create a more meaningful life, I’d love to connect.
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