Workplace Culture: What’s the Big Deal?

Do you like going to work? If your immediate answer is, “No,” that’s a direct reflection of your workplace culture. But if you can list one or more reasons of why you do like your job, you can once again chalk it up to culture.  

Did you catch that? Workplace culture is the primary reason for people either liking or not liking their jobs. The exciting part is you can define what you want your culture to be and create an ambiance and policies to help shape your company culture. Key elements such as communication, leadership style, and recognition all play a crucial role in defining workplace culture, which directly impact employee engagement. 

What is Positive Workplace Culture? 

Workplace culture is derived from both the written and unwritten behavioral norms that happen within your company. This includes the aura from when you first arrive for the day, to the relationships you have with coworkers as you communicate and work on various projects, to the feeling you have when you return home again. 

When employees are connected to your company's culture, they are four times more likely to report being engaged at work and almost six times more likely to recommend your workplace to their peers (source: forbes.com). 

Whether you specify what you want your culture to be or simply let things happen naturally, culture will ultimately determine whether most employees choose to stay or leave your company. Rather than leaving such a heavily weighted decision up for chance and being part of the above statistics, now is the time to proactively improve your workplace culture. 

What Do Your Employees Think about Your Workplace Culture? Find Out 

Before you can make improvements, you need to know how employees currently perceive your company culture. To do so, ask the following questions in an anonymous survey and include space for comments: 

• How are your contributions recognized and rewarded? 
• Do you feel micromanaged? 
• Which behaviors are punished? 
• Is the current level of workplace flexibility meeting your needs? 
• Do you receive regular and timely feedback? 
• How do you effectively communicate and collaborate with coworkers? 
• Which rules and expectations are followed, enforced, or ignored? 
• How prevalent is blame and how does it show up? 
• What happens when someone makes a mistake, disappoints, or fails? 
• How is risk and uncertainty perceived? 
• Do you feel safe and supported when asking for help? 
• Do you think others feel safe and supported when asking for help? 
• Which benefits that are currently offered do you value the most? 
• What other benefits would you like to have available? 
• Do you feel a sense of belonging here? 
• Which 5 words would you use to describe the culture of your organization? 
• Do you have a strong relationship with those you work with the most? 
• What suggestions do you have to improve coworker relationships? 
• Is open communication embraced?

Evaluate the answers to determine if your company has room for improvement. Next, assess which changes can be implemented (both short-term and long-term) and establish expectations for both managers and employees. You may also want to set up goals and scorecards to improve attitudes and behaviors that align with your desired company culture. 

Core Values: The Foundation of a Thriving Culture 

Core values are the heartbeat of a positive workplace culture, shaping how employees interact, make decisions, and approach their work every day. When an organization’s core values are clearly defined and consistently communicated, they become more than just words; they guide behavior, inspire a sense of belonging, and foster mutual respect across all levels of the company.  

In a strong workplace culture, core values drive employee engagement and create a positive work environment where everyone feels connected to a shared purpose. This foundation not only supports employee well-being and job satisfaction but also fuels organizational culture and long-term success.  

Leadership and Culture: Setting the Tone from the Top 

The tone of a company’s culture is set at the very top. Senior leadership has a profound influence on the work environment, as their actions, communication, and decision-making shape the daily experiences of every employee.  

When leaders embody the organization’s core values and prioritize open communication, they create a positive culture where employees feel heard, respected, and motivated. A healthy workplace culture starts with leaders who champion employee well-being, encourage feedback, and make business decisions that reflect a commitment to positive work.  

On the other hand, toxic leadership can quickly lead to a toxic workplace culture, resulting in low employee morale, high turnover, and diminished job satisfaction.  

Employee Engagement and Motivation: Energizing Your Team 

A vibrant workplace culture is fueled by high levels of employee engagement and motivation. When employees feel recognized, supported, and connected to their team, they are more likely to be enthusiastic about their work and committed to the organization’s mission.  

Creating a positive work environment where mutual respect, psychological safety, and a sense of belonging are prioritized helps employees feel valued and empowered. Leaders can boost employee morale and motivation by offering meaningful recognition, organizing team building activities, and supporting work-life balance. Flexible hours, opportunities for professional development, and regular employee recognition all contribute to a culture where employees feel their contributions matter. 

Ensure Company Policies Match Actions 

As with anything in life, actions speak louder than words. If you create a policy but then make exceptions, the policy will be meaningless, and the underlying message will speak volumes. A strong company culture is reinforced when leaders communicate expectations clearly and consistently, ensuring that everyone understands and follows the same standards. 

For example, if your company claims that it embraces flexibility, ensure your managers are supportive of employees taking time off work. Companies that offer unlimited PTO or generous PTO plans but then guilt employees for taking time off work will quickly get a bad rap. All the talk about your “generous PTO policy” will be discussed with sarcasm, leading to a decrease in morale and a poor company image. Aligning actions with the organization's mission helps build trust and credibility, showing employees that leadership is committed to the core values and purpose of the organization. 

To build on a culture of flexibility, you should set the example of utilizing your company's vacation policy by sharing experiences while off work. Encourage employees to take time off and come back rejuvenated – it’s good for them and for your company! 

The same is true for any other policy or initiative. Create buy-in from managers and ensure their actions match the initiative to improve or build on your organization's culture. 

Measuring and Evaluating Your Culture: Tracking Progress and Impact 

To ensure your workplace culture is truly supporting employees and driving business success, it’s essential to measure and evaluate its impact regularly.  

HR professionals and leaders can use tools like employee surveys, retention statistics, and customer feedback to gain insights into the health of the organizational culture. Open communication and regular feedback sessions help identify strengths and areas for improvement, allowing your organization to make informed, data-driven decisions.  

By tracking progress over time, you can enhance the employee experience, support employee growth, and boost job satisfaction. Remember, a healthy culture is dynamic and requires ongoing attention. 

The Importance of Employee Retention: Keeping Your Best People 

Retaining top talent is vital for any organization aiming for long-term success, and a positive workplace culture is at the heart of employee retention. When employees feel a sense of belonging, mutual respect, and support for their well-being, they are more likely to stay and contribute to the company’s growth.  

A strong workplace culture that offers opportunities for development, recognizes achievements, and promotes work-life balance helps employees feel valued and motivated. You can further support retention by providing competitive benefits, flexible work arrangements, and ongoing career development.  

By investing in employee recognition and fostering a positive work environment, you not only reduce turnover but also enhance job satisfaction, employee morale, and overall business success.  

Be Patient When Making Improvements to Your Workplace Culture 

Changing your workplace culture won’t happen overnight. Some changes can be implemented right away, but others may need time and coaching. Supporting new employees through comprehensive onboarding and mentorship programs can accelerate cultural improvements and help integrate them into your company values and positive work environment.  

Above all, keep communication open with employees to let them know their input is valued and heard, and provide status updates of initiatives. Employee happiness and employee satisfaction are essential for sustaining a healthy work environment, which in turn support happy employees and long-term organizational success.  

Prioritizing mental and physical health, as well as overall well-being, helps create a culture where happy employees thrive. Team members play a vital role in fostering a great company culture, working together to build a positive environment where employees work collaboratively and feel a sense of belonging.  

Investing in employee development, such as offering opportunities to learn new skills, also supports organizational success by empowering your workforce to adapt and grow. 

Where Do I Start with Making a Healthy Workplace Environment? 

For tips on improving your corporate culture, please contact your certified HR expert. They will advise and guide you along the way, from innovative culture ideas that differentiate your company to attract job candidates, to long-term initiatives that lead to higher retention rates and sustainable success. 

Outsourcing your HR administration, workers’ comp, risk management, benefits, and payroll needs to Stratus HR not only provides access to your own professional HR expert but also gains you time that can be reallocated to defining and improving your culture. Request a free consultation for more information.