There is something truly beautiful, magical about when you bring peers together for a common cause. When people choose buddies and peers to help them get better over time we create a community that has a vision that is much larger than any individual. When people follow up with each other in a consistent basis […]
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There is something truly beautiful, magical about when you bring peers together for a common cause. When people choose buddies and peers to help them get better over time we create a community that has a vision that is much larger than any individual.
When people follow up with each other in a consistent basis and talk to each other on the phone about specific items that the can get better on and better at every day of their lives and save themselves instead of passively: “what did I do wrong”?
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The biggest large employer culture challenges during a spinout or major transformation include: maintaining consistent culture signals across geographically dispersed teams, preventing a vacuum of identity when the legacy brand disappears, and preserving the informal trust networks that made the old organization function. Companies like Kyndryl, which spun out of IBM with 73,000 employees across 5 continents, show that culture infrastructure—systematic onboarding, explicit values, leadership accessibility—must be deliberately built, not assumed to transfer.
Maintaining consistent culture across global offices requires moving from aspirational values to operational infrastructure. The evidence from Kyndryl's Most Loved Workplace certification shows that when employees in Asia Pacific, Europe, North America, South America, and the UK independently describe their culture using the same language—'flexible work,' 'you are heard,' 'career and learning outcomes'—it is not coincidence. It is the result of systematic design: shared onboarding, visible leadership behavior, and consistent feedback loops that translate values into daily experience regardless of location or time zone.
A Most Loved Workplace® certification proves that a company's culture claims are independently verified through employee assessment—not self-reported surveys or marketing copy. The certification uses machine learning to analyze sentiment, emotion, and recurring themes across thousands of employee responses. When a large employer like Kyndryl earns this certification despite a major transformation, it demonstrates that their culture infrastructure survived and scaled through disruption, which is the hardest test any organizational culture can face.
