Organisations achieving repeated revenue growth are more likely to have cultures built on accountability, recognition and a strong sense of belonging than those on a slower trajectory.
That’s according to an analysis of organisations on the Inc. 5000 list of the fastest growing private companies in the United States. Culture Amp, an employee engagement and people performance platform, compared 174 of its clients that appeared on the 2024 list with a control group of similar firms to understand what distinguishes high growth cultures. Inc. 5000 ranks companies by percentage revenue growth over a three-year period.
The research indicates that accountability, fair evaluation and recognition are stronger motivators for employees in high-growth firms than role stability or compensation. In these organisations, addressing underperformance, recognising the right contributors and trusting leadership are more common experiences than in slower growth peers, which tend to emphasise security and pay.
The research says that firms maintaining their Inc. 5000 status for three or more years display structured accountability with clear goal setting, two-way communication and a disciplined focus on quality. It links accountability with sustained revenue growth, rather than treating it as a soft cultural ideal.
What it looks like in practice
According to the analysis, high-growth organisations connect individual goals to company objectives, make feedback a year round habit and align recognition to outcomes, which helps turn accountability into a shared standard rather than a top down tool. The cohort also shows structural traits that enable scale, including flatter hierarchies, a greater share of sales roles, higher gender diversity in leadership and lower staff turnover than the comparison group.
“The role of accountability may be a surprise to people because it isn’t one of the overused corporate buzzwords we hear time and time again. But, accountability is a growth strategy, and a pretty important one,” said Justin Anguswat, chief people officer at Culture Amp.
“And the data proves it: culture isn’t soft. It’s a hard business driver. The highest performing companies are getting both sides of the feedback loop right. They’re clear on expectations and do recognition well. That’s the sweet spot.
Anguswat said that for his HR team, “this shapes a lot of what we do: from how we set goals, to design teams, how we coach leaders and drive accountability. It’s also what boards care about, and should be asking about. When people know what they need to do, feel empowered to deliver, have the tools to do it, and the feedback to close the loop, that’s when performance takes off.”
The CEO & co-founder of Culture Amp, Didier Elzinga, said the research showed that “culture is the ultimate competitive advantage,” adding that “When you can prove that employee experience drives performance and revenue growth, you’re not just talking about workplace satisfaction anymore. You’re talking about a fundamental business strategy that separates market leaders from everyone else.
“Companies that invest in accountability and belonging today are building the foundation for sustained competitive advantage.”
Why it matters for UK HR leaders
Although the analysis is based on US companies, the underlying message applies to any organisation aiming for sustained growth. Accountability is not simply a performance management term but also a cultural principle that supports retention, innovation and resilience. In a UK context, where economic uncertainty and skills shortages continue to challenge employers, creating an environment where people feel responsible for outcomes and recognised for their contributions could be a decisive competitive advantage.
The findings also align with wider research into high-performance workplaces. Recent surveys from the Chartered Institute of Personnel and Development (CIPD) show that UK organisations prioritising clear objectives, frequent feedback and fair recognition report higher engagement and productivity levels than those without such practices.
With hybrid and remote working now embedded in many sectors, ensuring accountability and connection can help prevent disengagement and maintain alignment across dispersed teams.
