When Company Culture Looks Great on Paper — But Still Feels Disconnected

Your organisation might look like it has a thriving culture:

✅ Vision statement

✅ Core values

✅ Competitive perks

✅ Open-door policy

✅ A few awards in the lobby

But despite the surface-level signals, something feels off. There’s hesitation. Low initiative. Lukewarm engagement. A creeping sense of disconnect.

And if you’ve ever wondered why people seem disengaged — even when the cultural “boxes” are ticked — you’re not imagining it.

The Culture Perception Gap

This disconnect is more common than many CEOs realise.

According to a 2023 CIPD survey, 42% of UK employees say their organisation’s stated values don’t reflect how decisions are actually made.

That’s a dangerous gap.

It erodes trust. Breeds quiet cynicism. And leaves even top performers feeling emotionally unanchored.

You might hear it in hallway whispers like:

“We talk about collaboration, but everyone works in silos.”

“Wellbeing is a buzzword, but burnout is the norm.”

“We’ve got values posters… but they don’t mean anything here.”

Why the Disconnect Happens

Often, it’s not one big failure — but a slow drift:

• Culture dilution as the company scales
• Inconsistent leadership behaviours that contradict the message
• No accountability for living the values in day-to-day decisions
• Over-reliance on policies and perks instead of human connection

What’s presented in town halls doesn’t always match what’s experienced in team meetings, appraisals, or project reviews.

The Cost of a Hollow Culture

A culture that looks good but feels empty can:

• Drive up attrition
• Suppress innovation
• Kill initiative
• Undermine psychological safety

When people feel emotionally and behaviourally disconnected from the culture they’re sold, engagement becomes performance theatre.

Rebuilding Authentic Connection

Here’s how modern CEOs are tackling this:

1. Listen beyond the survey

Move past anonymous pulse checks. Conduct real conversations. Create safe, neutral spaces where people can tell the truth.

2. Audit decisions, not posters

Ask: “Are we actually making choices aligned with our values? Do our reward systems, promotions, and priorities reflect what we say matters?“

3. Spotlight value role models

Who are the people truly living the culture—not just hitting KPIs? Shine a light on them. Culture spreads through example.

4. Empower local leadership

Culture doesn’t live in the boardroom. It happens in team 1:1s, standups, and project huddles. Equip and expect managers to own it.

Final Thoughts

A strong culture isn’t a list of values on a website — it’s a system of decisions, behaviours, and experiences that reinforce each other.

If something about your culture feels disconnected, you’re not being overly sensitive. You’re being perceptive.

And that awareness? That’s your competitive advantage.

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Want to explore how your culture is truly experienced by your people?

📩 Email: hello@insightfulgroup.uk