Ensure your interview process focuses on what candidates bring to the table beyond their professional skill set. Have your HR team include questions that help gauge each candidate’s personality, communication skills, leadership style, and how they work as part of a team. These questions should be included in both the candidate interview and the external reference check. When transitioning to a healthier culture, focus on those who fill both skill and culture gaps.
#7 Be Transparent
A lack of transparency erodes trust, and without trust you can’t have a strong company culture. Even if what you have to share is a major change, your team shouldn’t be left in the dark. Many organizations keep things under wraps out of concern that it will spark chaos. However, the lack of transparency has a more detrimental ripple effect.
- According to Forbes, 50% of employees feel that they and/or their organization are being held back by a lack of transparency.
- According to Harvard Business Review, 70% of workers say that they’re most engaged in their job when senior management communicates openly with them.
- Lack of transparency is found to negatively impact both retention and recruitment.
#8 Lead by Example
Whether good or bad, habits trickle down. Managers are the primary drivers of culture as they lead by example. Your role is to ensure that the example they are setting is one that drives your culture in the right direction. So, you must garner leadership buy-in and hold your leadership team accountable.
Clear, committed, open, and inclusive leadership is essential for building and maintaining strong company culture. A 2022 study by Global Culture Research Report reported that 81% of employees who considered their work culture to be poor have seen managers allow others to get away with inappropriate behaviors. In the same report, 90% of employees shared that their managers play a vital role in creating the microculture of their team.
#9 Praise Your Team
Recognition is a valuable part of making your team feel as if they are part of something bigger. This includes direct praise, group praise, and company-wide recognition. Don’t just praise the big wins and measurable success. For example, if a team member brainstormed an excellent idea that you didn’t move forward with—praise their out-of-the-box thinking. Your team member will appreciate the recognition and the praise will help to keep the ideas flowing.
Praising your team should include a designated recognition program, but the day-to-day praise adds more value.
Creating a strong company culture won’t occur overnight. It requires intention, commitment, and ongoing evaluation. Once established, it will need to evolve as your organization evolves. Although it’s a significant investment in time and resources, it builds the team required to drive innovation.