**Abstract**

This paper examines the crucial role of employee behavior and organizational culture in successfully implementing strategies and achieving high performance in a VUCA world. It emphasizes the importance of effective strategy execution in dynamic environments. Drawing on social cognitive theory, goal-setting theory, and self-determination theory, the paper explores how employee behavior influences strategy implementation, highlighting the significance of goal clarity, feedback mechanisms, and employee participation. Factors such as intrinsic motivation, autonomy, competence, and relatedness are discussed for fostering employee engagement and commitment. The impact of organizational culture on strategy implementation is investigated using the Competing Values Framework, organizational socialization theory, and Schein's model of organizational culture. The paper delves into the interplay between employee behavior, organizational culture, and strategy implementation, discussing theories such as person-organization fit and cultural congruence. Strategies for overcoming VUCA challenges are provided, including sensemaking theory, change management frameworks, and resilience theory. Measurement and evaluation of strategy implementation and performance are addressed through the balanced scorecard approach, organizational network analysis, and employee engagement theories. Real-life case studies and examples offer practical insights into the interrelationships among employee behavior, organizational culture, strategy implementation, and performance in diverse contexts.

**Keywords:** employee behavior, organizational culture, performance, strategy implementation, VUCA
