10 Signs Your Company Culture Needs a Refresh

Let’s face it—company culture isn’t just office decor, team lunches, or a trendy mission statement. It’s the invisible thread that ties together how your team members feel, how they work, and how long they stay.

In my years working with leaders across industries, one truth keeps ringing loud and clear: if you ignore your culture, you risk everything from morale to your bottom line.

When your company culture is thriving, you see it—collaboration sparks, innovation flows, and retention soars. But when it’s broken or outdated? The signs are there too... and they’re usually flashing red.

This article will walk you through the most common red flags, what they mean, and how to start shifting gears before small issues turn into major meltdowns. Let’s take a deep dive into the signs of bad company culture, what they’re costing you, and how to build a more vibrant, connected workplace that thrives from the inside out.

1. High Turnover Rates Are the Norm, Not the Exception

If you’re constantly saying goodbye to talented team members, it’s time to take a closer look at what’s happening inside your company.

High turnover isn’t just about salaries or better benefits elsewhere—it often points to a toxic company culture. People don’t stick around in environments where they feel undervalued, unsupported, or where leadership’s values don’t align with theirs.

Here’s what to look for:

• Exit interviews highlighting leadership or culture issues

• A revolving door of new hires who don’t stay long

• Skyrocketing hiring costs and burnout among remaining team members

Pro tip: Turnover isn’t just a people problem—it’s a culture problem. Fix the root cause, not just the symptoms.

2. Morale is in the Basement

Let’s face it—your team’s morale is the pulse of your organization.

When your people are just “getting through the day” instead of feeling inspired, you’ve got a serious red flag. Low morale doesn’t appear overnight; it builds up when employees feel undervalued, overlooked, or disconnected.

Signs morale has taken a nosedive:

• Meetings feel lifeless, with little engagement or enthusiasm

• Team members no longer take initiative or bring fresh ideas

• An uptick in sick days, absences, or requests to "work from home"

Pro tip: A strong workplace culture doesn’t just pay the bills—it inspires pride and purpose. When employees feel connected to something bigger, they bring their best every day.

3. Communication is Fragmented (or Nonexistent)

When communication breaks down, everyone feels it.

If departments are operating in silos, if your team’s confused more often than clear, or if questions go unanswered, there’s a deeper cultural issue at play. Poor communication isn’t just frustrating—it’s demoralizing.

Here are the signs:

• Mixed messages and conflicting priorities from leadership

• No solid system for team members to provide feedback or share ideas

• Decisions made behind closed doors without transparency

Pro tip: Open communication builds trust. Make sure everyone knows not just the “what” but the “why” behind decisions. A culture of clarity and trust starts with how you communicate.

4. Collaboration is Nonexistent

A strong company culture fosters collaboration.

If your team members are sticking to their own lanes—or worse, protecting their turf—it’s a surefire sign your culture needs attention. Collaboration isn’t just about teamwork; it’s about creating an environment where people feel safe to share ideas, try new things, and solve problems together.

What to watch for:

• A lack of cross-functional projects or teamwork

• Hearing “that’s not my job” more often than “how can I help?”

• Finger-pointing and blame instead of collective problem-solving

Pro tip: Collaboration thrives in a culture where people trust each other and feel empowered to step outside their roles to support the bigger picture.

5. Leadership Feels Distant or Disconnected

Culture starts (and thrives) at the top.

If leadership feels out of touch, inaccessible, or unaccountable, it creates a ripple effect of distrust and disengagement. Employees want to know their leaders are present, approachable, and invested in their success—not just sitting in an ivory tower making decisions in isolation.

Red flags of a leadership disconnect:

• Senior leaders are rarely visible or involved with the team

• There are no two-way feedback loops between leadership and employees

• Key decisions are made without context, explanation, or input

Pro tip: Great leaders don’t just lead—they connect. Build a leadership culture where employees feel heard, included, and valued.

6. Innovation is Stuck in Neutral

If new ideas keep getting squashed, ignored, or pushed aside, you’ve got a culture killer on your hands.

People want to work in an environment where their input isn’t just heard—it matters. When creativity is stifled, it’s not just the ideas that vanish; it’s the passion and motivation behind them.

Ask yourself honestly:

• Are new ideas welcomed with curiosity, or met with resistance and skepticism?

• Do your team members feel empowered to try new things, or are they afraid of stepping out of line?

• Is failure seen as a valuable learning opportunity—or as something to avoid at all costs?

When innovation stalls, it doesn't just hurt individual morale—it slowly drains the entire team's energy. Want people to care? Show them their ideas matter.

7. There’s No Clear Purpose or Vision

Let’s be real—purpose isn’t a “nice-to-have.”

It’s the foundation everything else is built on. Without a clear why, your team will feel like they’re spinning their wheels. If no one can explain why your company exists beyond “to make money,” you’ve got a serious cultural gap.

Here’s what happens without a shared vision:

• Team members disengage because they don’t feel like they’re part of something meaningful.

• Decision-making gets messy and inconsistent because there’s no north star guiding the way.

• Loyalty starts to crumble because people feel like they’re just clocking in for a paycheck.

Your team wants to feel like they’re part of something bigger than themselves—something important. Give them that sense of purpose, and you’ll see real commitment.

8. Recognition is Rare or Inconsistent

Celebrating wins isn’t just “nice” or “extra”—it’s fuel for your team.

When people don’t feel appreciated, they start to feel invisible. And when they feel invisible, guess what? Their motivation takes a nosedive.

Here’s how you can change that:

• Build a recognition program that’s consistent and meaningful—not just a “thanks” once in a while.

• Celebrate milestones of every size, from small wins to big achievements, as a team.

• Encourage peer-to-peer shoutouts. Recognition doesn’t always have to come from the top down.

Recognition isn’t just about making people feel good (though it definitely helps). It builds trust, strengthens relationships, and keeps your culture thriving.

9. Feedback Feels Like a One-Way Street

Let’s face it—no one wants to work in a place where their voice doesn’t matter.

If feedback is only flowing top-down—or worse, not happening at all—you’re losing out on valuable insight. A culture that doesn’t listen can’t learn. Period.

Want to fix it? Try this:

• Make feedback an ongoing conversation, not just something that happens during annual reviews.

• Offer anonymous channels so team members can share openly without fear.

• Most importantly, act on the feedback you receive. If nothing changes, people will stop speaking up.

Feedback isn’t just about identifying problems; it’s about creating a culture that evolves and improves together.

10. You’re Experiencing Burnout Across the Board

Burnout isn’t just about working long hours.

It’s about feeling emotionally drained, stuck in a rut, and like the light at the end of the tunnel is getting dimmer. And here’s the kicker: burnout often stems directly from a culture that doesn’t prioritize well-being.

Look out for these warning signs:

• Team members are constantly working late, skipping breaks, or feeling like they can’t unplug.

• There’s little (or no) open conversation about mental health or work-life balance.

• High performers—those people who are usually thriving—suddenly become disengaged or stop bringing their A-game.

Culture should protect your team—not drain them. Make well-being a priority by encouraging breaks, creating space for mental health conversations, and showing your team you value their energy just as much as their results. A healthy team is a productive team.

What a Poor Culture Really Costs You

Let’s not sugarcoat it—toxic company culture has a price tag. According to Gallup, disengaged team members cost U.S. companies up to $550 billion a year in lost productivity. That’s a wake-up call.

But beyond dollars, poor culture costs you:

• Trust: Teams stop believing in leadership and each other.

• Reputation: Word gets out, and it’s not good.

• Innovation: Creativity shuts down when people feel undervalued.

• Loyalty: High turnover becomes the norm, and retaining talent feels impossible.

If you’ve seen any of these 10 signs in your organization, don’t panic—but don’t wait either. Culture problems don’t fix themselves. You’ve got to take action.

So… What Can You Do About It?

It starts with awareness. Then comes intentional change. Here’s where you can begin:

Step 1: Start with a Company Culture Check-In

You can’t fix what you don’t understand, so take a close look at where your company stands.

• Survey your team anonymously: Give them a safe space to share their honest thoughts—no sugarcoating.

• Hold focus groups: Dive deeper into specific topics with smaller groups. What’s working? What’s falling flat?

• Get real: Once you have the data, take a hard look at what needs to change. Awareness is key.

Step 2: Revisit (and Maybe Refresh) Your Core Values

Your core values should be the foundation of your culture—but are they still doing their job?

• Are they relevant? Do they reflect who you are today or who you want to be?

• Are they actionable? Core values should guide daily decisions, not just sit on a wall.

• Are leaders living them out? Leadership sets the tone—values mean nothing if they’re not demonstrated from the top.

Step 3: Bring Your Team Into the Process

Culture isn’t created in a vacuum, and it shouldn’t be driven by leadership alone.

• Co-create solutions: Your team is on the ground every day—listen to their ideas and involve them in shaping the culture.

• Appoint culture champions: Find advocates across departments to keep the momentum going.

• Be transparent: Share updates, progress, and even setbacks. Building trust is critical.

Step 4: Invest in Ongoing Culture Development

Culture isn’t a “set it and forget it” kind of thing—it’s an ongoing effort.

• Host workshops and training: Focus on emotional intelligence, communication, and teamwork. These are the glue of great cultures.

• Celebrate wins regularly: Whether it’s a major milestone or a small victory, take time to recognize success.

• Prioritize well-being and belonging: Make it clear that people—not just profits—are your priority.

Remember: It’s not about perfecting everything overnight—it’s about committing to progress and showing up every day to make it happen. Small, consistent efforts lead to big change. So start now, involve your people, and stay the course.

Culture Is a Living, Breathing Thing—Keep It Healthy

Your culture isn’t just built by HR or upper management—it’s created in every meeting, every conversation, every decision. It reflects what you truly value, not just what you say you value.

If you’ve identified even a few of these signs in your own organization, that’s a powerful first step. And now that you see it, you can shift it.

Let’s Build Something Better

Here’s the truth: you don’t need to wait for a crisis to address culture. In fact, the smartest leaders are proactive about it. They understand that culture isn’t a “nice-to-have”—it’s the foundation of everything.

So, if your company culture could use a reset (or a complete refresh), let’s talk.

I help leaders and organizations align their internal environment with their big-picture goals through Impactful Edu-tainment—in-person or virtual programs that inspire, energize, and transform how your team connects and communicates.

Reach out today, and let’s build something stronger—together.