A Strong, Cult-Like Culture Preserves Your Identity—But Only for True Believers

At Nordstrom, the legendary retailer, employees who fit the customer-obsessed culture become not just workers, but 'Nordies'—people who internalize the store’s principles and enjoy public celebration for service heroics. New hires are expected to start at the bottom, learn through rituals and stories, and either thrive or quickly self-eject. Managers openly say: not everyone will love it here.

Visionary institutions like Disney, IBM, and Procter & Gamble have all built strong traditions, onboarding rituals, and unofficial “tests” of belonging: songbooks, dress codes, recited values, or even in-jokes. It sounds intense, but research shows that such clarity helps groups withstand external shocks and bind loyal members in moments of crisis. The flip side? These tribes are not for everyone—and that’s a feature, not a bug. As in any healthy family or friend group, alignment to core culture brings energy and protection but is never a universal blanket fit.

Instead of trying to please everyone, the lesson is to cultivate defining experiences and shared meaning, so the right people stay and the connection endures. You can’t fake belonging, but you can design for it.

Take an hour to reflect with your group on the quirky traditions or unwritten rules that make you unique. Write them down, laugh about the odd ones, and keep the best. Tell newcomers your favorite group stories—maybe even make a fun welcome ritual or record your own 'hero tales.' Don’t apologize that not everyone will love or fit your way; celebrate that your culture is memorable for those who do. This kind of deliberate onboarding and shared meaning is what strong trusts, teams, and communities are built from.