In the modern business landscape, company culture and values are often relegated to a secondary tab on a website or a footnote in a brochure. On LinkedIn we may talk about integrity, collaboration, and excellence, but the day-to-day reality of a busy office can often feel disconnected from these lofty ideals.
Even so, as noted by Forbes, company culture “may not be discussed every day, but [it] is always there in the background, affecting every bit of work that gets done – or doesn’t. It’s the human factor.”
At the same time, The Happiness Index state, “it’s impossible to understate the importance of a strong organisational culture in creating an environment where employees can thrive and do their best work.”
This is where the journey toward accreditation, specifically through a structured framework like Tick, changes the game. Investing in accreditation isn’t just about the certificate at the end; it is about the profound shift in company culture that happens when an organisation decides to prove, rather than just promise, what it stands for.
From Abstract Values to Tangible Action
Workhuman noted that company culture, “is all encompassing, but unless employees are aware of how their day-to-day work impacts the business, it can be hard to maintain engagement. Having a culture that makes an employee feel secure and appreciated in their role can help prevent that.”
Perhaps then, the most significant impact of the accreditation process on company culture is the transition from passive belief to active evidence.
When a company pursues accreditation, it asks its employees to stop and look at their work through a different lens. It requires teams to gather evidence of their best practices. This process of evidence-seeking acts as a mirror; it forces a business to confront whether they are truly living their values.
- Authenticity: People find meaning in their work when they see that the company’s stated mission aligns with its operational reality.
- Accountability: Knowing that a standard must be met encourages a culture of doing it right the first time.
- Celebration: The process naturally unearths quiet wins- the excellent work that often goes unnoticed but is exactly what makes a company great.
By investing time and resources into this pursuit, leadership sends a powerful message: These values aren’t just words; they are the bedrock of our business, and they are worth the effort.
Breaking Down Silos: A Unified Mission
One of the unexpected superpowers of the accreditation process is its ability to bridge the gap between disparate departments. In many organisations, silos form naturally. Marketing may not know the intricacies of Operations, and HR might feel rather disconnected from Finance.
Accreditation acts as a common thread. Because the standards often touch every part of the business, it requires a cross-functional effort to achieve.
| Feature of Accreditation | Impact on Culture |
| Shared Goals | Teams move away from “us vs. them” and toward a singular “one team” objective. |
| Knowledge Transfer | To provide evidence, departments must talk to one another, often discovering efficiencies they hadn’t seen before. |
| Visual Progress | Seeing different departments contribute to a shared framework fosters mutual respect. |
When people work together toward a prestigious external benchmark, the walls of the silo can be dismantled. Collaboration becomes a necessity, and eventually, a habit.
The Power of Micro-Accreditation: Sustaining the Momentum
Traditional accreditation can sometimes feel like a marathon with the only water station at the very end. There is a real risk of audit fatigue- a burst of energy followed by a long slump.
This is where the micro-accreditation model excels. By breaking down the overarching standard into smaller, manageable milestones, the cultural impact is sustained rather than seasonal.
1. The Dopamine Hit of Ongoing Wins
Micro-accreditations provide regular intervals for recognition. Instead of waiting two years for a single celebration, teams can celebrate mini wins every few months. This keeps motivation high and ensures the momentum doesn’t stall.
2. Embedded Excellence
Because the micro-model requires ongoing input, the high standards become part of the daily workflow. It prevents the mad scramble before an annual audit, making excellence a steady state rather than a stressful event.
3. Continuous Recognition
For the employee, micro-accreditation offers a clearer path to feeling seen. When a specific team completes a module on Environmental Responsibility or Employee Mental Health, they receive immediate validation for their specific contribution.
A Worthy Investment
Ultimately, the pursuit of accreditation is a declaration of intent. It tells your employees, your clients, and your competitors that you are not content with good enough.
When a company invests in Tick Accreditation, they are investing in their people. They are providing the tools for teams to take pride in their work, a framework to communicate across departments, and a constant drumbeat of recognition that keeps the culture vibrant and focused.
Accreditation isn’t just about the tick on the page- it’s about the heartbeat of the company that earns it.
Key Takeaways for Your Team:
- Action over words: Use the process to turn vague values into documented successes.
- Unify the workforce: Use the accreditation framework to encourage cross-departmental projects.
- Keep it moving: Lean into the micro-accreditation model to ensure your culture stays energised year-round.
Find out how you can get started with pursuing accreditation today by checking out our Accreditation Standards page.