Think of individual workplaces as their own countries, each governed by a specific set of social norms and ways of operating. Just as you wouldn’t travel to Japan expecting the same way of life as you would in the United States, the same goes for moving from company to company; each new job has a particular way of communicating to get work done.
That’s why it’s important to find a company that has a culture aligned with your preferred work style, says Vicki Salemi, a New York City-based career expert.
“For instance, if you’re an independent worker, and the culture reinforces micromanaging, that will probably be the number one reason why you leave to look for a new opportunity elsewhere,” Salemi explains. “If the opposite is true and you prefer a hands-on management style and that’s embedded in the culture, then you will likely be happy and productive in that environment that suits you best.”
Research published by the Journal of Occupational and Environmental Medicine shows that when employees are satisfied with their company’s work culture, there is more established trust between staff and leaders, and job performance is enhanced.
Of course, workplace culture is far more nuanced than just management style. It encompasses an enormous variety of characteristics, from openness and risk-taking to opportunities for growth and entrepreneurship.
Here’s a breakdown of the four common types of workplace cultures — clan, adhocracy, market/compete and hierarchy — and how to thrive, or survive, based on where you are.
Clan
According to the National Institutes of Health (NIH), a “clan” workplace culture is based on strong cooperation, teamwork and interpersonal relationships among staff. “When you think of a clan workplace culture, think of a family-owned business or a bigger company with a family-like environment,” Salemi says. “Teamwork comes first, along with collaboration and a ‘we’re all in this together’ mentality.”
Pros: Salemi observes that employees in this type of organizational culture often (but not always) feel very loyal. She adds that, if you’re someone who wants to feel like your voice matters in decision-making, this type of workplace culture is for you. “There’s usually a strong sense of family,” she explains. “Employees usually feel very loyal and like they have a stake in the business; even if they don’t, they feel connections to each other and the company.”
Cons: Conversely, Salemi adds, if you’re someone who thrives when feeling like a star in the workplace and are super ambitious, this one may not be for you. “You may feel too loyal and overlook basic things you need, such as if you’re underpaid, you may be tempted to stay rather than look elsewhere,” she says.
Adhocracy
When it comes to workplace cultures that value advocacy, “think of innovation, entrepreneurialism, shaking things up, potentially failing but having a culture that embraces failure rather than admonishes it,” Salemi says. “This type of culture usually endorses risk-taking and wants you to color outside the lines.”
A study from the Journal of Financial Services Marketing notes that workplaces with an adhocracy culture often produce some of the most efficient, innovative types of workers — and, naturally, lots of results.
Pros: If you like to be pushed to your creative limits and feel free to run with ideas and experimentation, Salemi says this is your kind of culture. “Employees who flourish in this culture are usually very adaptable, flexible and versatile for outside-the-box thinking and problem solving,” she adds.
Cons: In turn, adhocracy is a nightmare for an employee who prefers to stick to their set job description, Salemi notes. You might be encouraged to work longer hours, or do duties beyond your day to day, in the spirit of innovation and risk-taking.
Market/compete
If adhocracy is all about taking risks, and celebrating that effort even in failure, market/compete is much more rigid — the bottom line takes precedence. “There’s an emphasis on competitors and profit,” Salemi explains, noting that sales jobs, with an emphasis on quotas and targets, tend to have this culture the most. Salemi adds that cultures might vary based on department in this case, too. “For instance, a company may be an adhocracy for innovation, but within the sales department, it may have more of a market/compete culture,” she says.
Pros: If you thrive when given goals and like to have tangible proof of your achievements to show leadership, this style of working is for you. “Plus, it may foster competition internally,” Salemi notes.
Cons: “If internal competition is not healthy, it can become a cutthroat environment,” Salemi warns. “You may be on edge feeling like someone could throw you under the bus or take your clients at any moment.”
Hierarchy
With a hierarchical workplace culture, roles, responsibilities and job descriptions are clearly communicated. Everyone knows who’s doing what and who’s in charge. Salemi says that you’ll typically find standard operating procedures (SOPs) in these types of jobs, as well as formally outlined paths to promotion, metrics to hit, and salary ranges and job titles.
Pros: Like a clan culture, the roles are easy to understand. Though you might be asked, nobody is going to force you to work longer-than-usual hours to move beyond your job description. That kind of behavior is largely discouraged. Salemi says it’s “for someone who prefers directions and clear communication.”
Cons: This type of culture is all about staying within the lines, Salemi explains. And with creativity and innovation so discouraged, an employee who thrives with an entrepreneurial spirit might feel stifled or frustrated. You might also say this type of organization is all about optics — if you correct your manager in a meeting, even when you’re in the right, you’re bound to get some blowback. Plus, as research published by MIT Sloan Management Review suggests, this type of company might push away really innovative employees.
Which company culture is best for me?
As Salemi says, your preferred work culture type might fluctuate throughout your career. You may find that your entrepreneurial spirit ebbs and flows as you experience various life changes, and that’s perfectly okay. A mortgage and kids might have you seeking a hierarchical or clan workplace, while being in your early twenties might push you to an adhocracy organization.
To determine what company culture style suits you best in this moment, Salemi suggests that you first consider your own work style. “Ask yourself if you thrive working independently with leaping outside the box, or if you prefer to have a clearly defined job description that doesn’t deviate over time,” she notes. “That’s just one example, but once you determine what your work style is, you can evaluate environments and companies you’re pursuing to see if it’s a fit.”
Bottom line, Salemi says, is to have self-awareness throughout your career. “Check in with yourself every six months or on an annual basis to evaluate your current role, salary compared to market values and what you need most from a company culture so you can thrive, succeed and enjoy your role,” she encourages.
Source – https://www.usatoday.com/story/money/2025/09/04/company-culture-4-types-explained/85666436007/