By Amanda N. Wegner
Building a positive workplace culture is essential for the success of any organization, whether you’re an employee or running it. Crucially, workplace culture is more than just activities or outings, says Maggie Conrad, founder and CEO of Little Light Solutions, which provides consulting for mission-driven entrepreneurs and leaders.
“Those [activities] don’t necessarily affect the real, everyday experience of employees in their roles. A good workplace culture means everyone feels respected, empowered and able to do their best work,” explains Conrad.
Leah Roe, founder of The Perk, a leadership and culture development studio, adds that culture must be co-owned and built by everyone in the organization, not just HR or the CEO.
“It’s like an orchestra — everyone has to be in their seats, playing their instruments, playing the same song, in unison, to create a beautiful symphony.”
A good workplace culture, adds Roe, is one where trust, belonging and alignment with a shared purpose are at the forefront. It also means, says Conrad, everyone feels respected, empowered and able to do their best work.
As the responsibility of everyone in an organization, Roe and Conrad provide actionable suggestions to help influence a positive workplace culture.
FOSTER GOOD COMMUNICATION
“Clear, consistent communication is crucial for a strong culture,” says Roe. One of her favorite suggestions is creating a “How We Communicate Here” policy and procedure that outlines the organization’s platforms and their use.
“It’s important to have clarity on how to communicate and how to use the communication tools and channels at your company in the right way,” she says.
Conrad emphasizes the importance of encouraging consistent, individual check-ins, along with scheduled employee and department meetings. Create safe spaces for feedback during these interactions, including structured opportunities like exit interviews, so employee concerns are heard at every stage.
“People need to know their voice matters and having both structured and informal opportunities to share ensures open communication at all levels,” says Conrad.
BE AN ACTIVE LISTENER
Communication is more than talking — people need to be seen, heard and valued for their accomplishments and who they are as individuals. To support and build trust, take time to talk with your teammates and when doing so, eliminate distractions and actively listen.
“Put the phone down, put your email away and silence Slack messages,” says Roe. “Distraction destroys connection, and you have the ability to give others the gift of your full attention. Listen to understand the other person — not just to respond to them.”
ADMIT WHEN YOU DON’T KNOW
One of the most powerful things a leader or teammate can say is, “I don’t know,” says Roe.
“You create psychological safety when you demonstrate that it’s OK not to have all the answers — nobody does! When you admit you don’t know, it opens space for others to contribute their ideas, and innovation and creativity skyrocket.”
“I don’t know,” she adds, is also an act of vulnerability and, as a leader, is a powerful thing to say.
CREATE CLARITY IN OPERATIONS AND ADVANCEMENT
A positive workplace culture requires clarity, says Conrad. This includes clear systems, job duties and policies to ensure employees know what’s expected, which reduces confusion and stress.
To achieve this, have clear policies. Ensure your organization offers tailored skill development opportunities to help employees grow into their roles. Set pathways for career advancement that give employees direction and motivation.
“By investing in both training and clarity, employees become more engaged, confident and aligned with the company’s mission,” says Conrad.
INVEST IN PERSONAL AND LEADERSHIP GROWTH
Company culture starts at the top, so invest in leadership. “Leaders need to embody the values they want to see in their teams. Effective leadership requires self-reflection, a willingness to evaluate your actions and a commitment to continuous improvement,” says Conrad. “By modeling the behavior you expect, you create a culture of openness, accountability, and integrity.”
