How to Define—and Actually Live—Your Corporate Culture Strategy

In 2025, culture isn’t a buzzword—it’s a business strategy. For HR leaders in high-performing, high-cost cities like New York, culture has become a decisive factor in attracting, retaining, and energizing top talent.

Yet most organizations struggle to make their culture tangible. They have a slide deck and a few values posted on the wall, but when it comes to how employees experience those values day-to-day? That’s where things fall apart.

In this post, we’ll walk through how to define your corporate culture strategy—and most importantly, how to embed it into everyday behavior, team rituals, and your employee experience.

Why Culture Drives Performance (and Turnover)

A strong culture isn’t just a feel-good perk—it has measurable impact. According to Deloitte, 94% of executives and 88% of employees believe a distinct workplace culture is important to business success. Culture affects everything from how quickly teams make decisions to how engaged employees feel after six months on the job.

In a market like New York, where salaries are high and competition is fierce, culture often becomes the tie-breaker—especially for younger talent or hybrid workers craving connection.

The Three Building Blocks of Culture

A company’s culture is more than a mission statement—it’s the sum of what you say, believe, and do. Here’s how to break it down:

1. Mission, Vision, and Values

Your mission and vision should clearly state why your company exists and where it’s going. But values—your guiding principles—are what translate this into behavior. Words like "collaboration" or "integrity" only matter if your employees see them reflected in how decisions are made, how recognition is given, and how managers lead.

Pro Tip: Host a team-wide workshop to test your stated values. Ask: When was the last time someone made a decision that reflected this value?

2. Norms and Everyday Behaviors

Culture lives in the daily routines: how meetings are run, how feedback is given, how success is celebrated. If your value is "curiosity," is your onboarding structured to explore? Do junior employees feel safe asking questions?

Align your policies and practices with your values. That includes performance reviews, internal communications, and even your event calendar.

3. Cultural Rituals and Shared Experiences

This is where companies can stand out. Team outings, mentorship traditions, volunteering days—these rituals bring your culture to life. They make values visible.

More companies are investing in cultural perks that are inclusive, engaging, and memorable. At ANI, we help HR teams in NYC connect their people to the city’s museums, theaters, sports, and cultural institutions—turning company values into lived, shared experiences.

How to Define or Refresh Your Culture

If your company is growing fast, evolving hybrid norms, or seeing engagement decline, it may be time for a culture tune-up. Here’s how to get started:

1. Audit Your Current Culture

Use anonymous surveys, 1:1 interviews, and behavior mapping. What do people say your culture is—and what do they experience daily? Where are the disconnects?

2. Recenter on Values—Together

Facilitate a collaborative process with employees to define or update your core values. Focus on values that are both aspirational and observable. Make sure they tie directly into business goals and team success.

3. Align Culture with Strategy

Embed cultural alignment into:

• Hiring & onboarding

• Manager training

• Recognition and rewards

• Internal communication

Even your perks and benefits can signal values. A company that says it supports “belonging” or “well-being” can reinforce that through shared cultural access—giving teams the chance to explore NYC together, experience new perspectives, and build social bonds.

Final Thought: Culture Isn’t What You Say. It’s What You Reinforce.

Defining your corporate culture is not about writing the perfect statement—it’s about shaping how people feel at work. It's what new hires pick up in their first week. It's what teams remember long after a project ends. And in today’s evolving workforce, it’s your most powerful competitive edge.

Whether you're revisiting your values or simply looking for ways to reinforce them through shared experiences, make culture part of your operating system—not just a slide in your deck.

Want to bring your values to life through inclusive, unforgettable cultural experiences?

Let ANI help. We partner with NYC’s most iconic museums, shows, and sports organizations to help you connect your people—and culture—more meaningfully.

👉 Book a 15-min intro call