Imagine starting a new job and feeling out of place because the workplace culture alienates you. You’re not alone. Many people feel this way. One powerful way to influence culture in the workplace is through inclusive onboarding. This practice helps new employees feel welcome and connected, which is key to creating a positive workplace culture. In this article, you'll learn how to make your workplace more inclusive through effective onboarding practices.
One easy way to create a positive culture is through company branded swag. This simple tool can make a big difference in how new employees feel about their workplace. By providing new employees with branded gifts, you show them they’re valued and part of the team. This simple gesture can go a long way in creating a positive workplace culture.
What Is Work Culture?
Workplace culture is what makes an organization tick. The shared beliefs, values, attitudes, and behaviors define a company's operations. Think of it as a code of conduct that shapes everything from how employees interact to how decisions are made. This culture is evident in:
- Daily practices
- Communication styles
- Team dynamics
- Leadership behaviors
It even influences how the organization presents itself to clients and customers.
Why Culture Matters More Than You Think
A positive workplace culture isn't just a nice-to-have—it's essential. It directly affects employee satisfaction, engagement, and productivity. Employees who feel aligned with company values and appreciated for their contributions are more likely to be motivated, collaborative, and committed. This alignment can be a game-changer in attracting and retaining top talent. It also boosts the company’s reputation in a competitive market.
The Foundation of Organizational Identity
Workplace culture is the bedrock upon which an organization builds its identity. It influences employee behavior and fosters business success. A strong culture can be a key differentiator that sets a company apart from its competitors. It’s not just about what you do, but how you do it and why it matters.
How To Influence Culture In The Workplace
1. Ensure Alignment on Mission, Purpose, and Vision
One way to influence your organization’s culture is by ensuring everyone is aligned with its mission, purpose, and vision. Think of this communication as laying the foundation for culture.
- What customer need does your company fulfill?
- How does it make a positive impact?
- What’s its vision for the future, and what strategies are in place for getting there?
Ensure employees understand how their daily work contributes to your organization’s success. According to a Salesforce report, more than 70 percent of U.S. employees say connecting to their company's culture and values motivates them to do their best work.
2. Understand Change Starts With You
It’s important to understand that any change, especially in culture, starts with you. Remember, as a kid, you wouldn’t eat your veggies unless you were told it would make you big and strong like your favorite superhero? The same thing goes here. If your employees don’t see you adjusting to the change, they won’t be inclined to make it. Being the influencer and, in part, the enforcer will ensure you get buy-in through the whole organization.
3. Work Hand-In-Hand With Your Managers
Your management team is vital to any culture change. They maximize efficiency and help to achieve organizational goals. If your management team is not on board with the culture changes you want to see, there is little chance of seeing your changes reinforced. Ensuring you get buy-in and feedback on the changes you want to see will ensure cohesiveness and balance for the success of the change.
4. Get The Right People On Your Team
It’s not just the qualification of team members but also how they align and add value to the culture you are creating. There is nothing worse than hiring a genius, which can get the work done but does it in a way that brings the whole organizational morale down and makes the workplace hostile. Ensure at all levels, you are hiring for culture add so that not only will they align with what you have today, but they will help bring the right tools to build for the future.
5. Clear And Well-Defined Job Responsibilities
As a leader, you are motivated by a vision, an end goal. That drives you to perform the best you can every day. The same goes for your employees and their roles. They can feel lost and unmotivated if they don’t see the dots of how what they do helps drive your vision and the mission. Constant reminders of how their work helps the business achieve its overall goals and mission will ensure they continually feel valuable and keep striving to the finish line.
6. Setting And Monitoring Goals
In business, they say, ‘If you can’t measure it, then it doesn’t exist.’ Setting goals and measuring progress helps keep you and your team motivated, focused, and accountable. By measuring and monitoring your goals, you can build excitement and celebrate when the organization hits a significant milestone. This sets the culture for acknowledging success and realizing that success is not a one-man show; it takes everyone to win.
7. Have A Personal Touch
No one wants to feel invisible; the same goes for your talented and valuable employees. Getting to know them personally and acknowledging special moments in their lives, like getting married or starting a family, can be extremely rewarding for them. Don’t underestimate how far emotional connection can go and how building those foundational layers of trust will make your workplace culture stronger and more authentic.
8. Lead by Example
You must have a positive attitude to help create a positive work culture. If there are changes to the culture in your workplace you’d like to see, embody those values and lead by example. You don’t always have to be smiling, but you should treat your colleagues respectfully, demonstrate integrity in your work, and be a ‘team player.’ All this will help set a positive mood in the workplace and encourage others to do the same.
9. Foster open communication
Communication is a two-way street. Even if you don’t currently see open communication in your workplace, it doesn’t mean you can’t start to practice it yourself. Listen to your colleagues, share ideas, and ask for constructive feedback. You can even approach your supervisor or leadership and encourage them to give you feedback, both good and bad so that you can improve.
10. Celebrate wins
Big wins don’t happen daily, but you can celebrate the little victories you see and hear about. Maybe a colleague handled an upset customer well, or a teammate finished a difficult task – celebrate those wins. Give someone kudos for getting through a long shift. Sometimes, the smallest bit of encouragement can make all the difference in someone’s day.
11. Promote Diversity and Inclusivity
Create a positive, inclusive work culture by welcoming individuals from all backgrounds and celebrating their differences. Encourage employees to share their pronouns with the rest of the team to promote inclusive language and consider establishing a committee to contribute to diversity initiatives. Work with the HR department to make diversity a part of your recruitment strategy and ensure that diversity and inclusion remain foundational elements as your organization grows.
12. Encourage All Employees to Share Their Ideas
Everyone should feel valued and heard, regardless of their status within the company. Interns offer a much more significant advantage than being delegates for busy work; new employees bring a fresh perspective. You never know where the next big idea will come from, so let every employee sit at the table and feel empowered to share their thoughts.
13. Establish a Strict Zero-Tolerance Policy
A crucial facet of a positive work culture is allowing employees to speak openly about issues they face in and outside the office and have access to the support and resources they need. Make sure HR representatives have flexibility within their schedules to be available for personal conversations when needed, and consider implementing an anonymous sexual harassment hotline as a secure and private way for employees to report incidents in the workplace.
14. Create an Employee Recognition Program
Recognize and reward employees for achieving outstanding results. This will encourage employees to continue performing at impressive levels and make them feel valued within the company. It will also motivate their peers to up their game, fostering a work culture of friendly competition that leads to high performance.
15. Accept and Utilize Your Employee’s Feedback
Change your perspective on feedback. Rather than considering it to indicate something you’re doing wrong, think of it as the opposite — your employees care so much about the organization and its success that they are trying to help make it better. They’re choosing to bring their pain points to your attention, allowing you to fix them instead of the employee stewing over them and eventually leaving the company out of frustration.
16. Be Flexible
Employees shouldn’t fear repercussions for taking time to manage other emergencies or responsibilities outside of work. You’ll earn the respect of your employees by working out compromises rather than asking employees to sacrifice their personal lives in the name of productivity. Not only that, but flexible schedules can help you attract elite candidates — 81 percent of job seekers and full-time employees want a four-day workweek.
17. Be Transparent
Engaged employees invest their full selves into the company's success, and they deserve your leadership team’s trust. Promote transparency and open communication between department heads, management, and team members. Doing so will create a positive work culture where employees feel heard and valued. Consider implementing a recurring internal newsletter to share critical information with the team and hold a monthly town hall meeting to make company-wide announcements that require more context.
18. Plan Social Outings
Humans are social beings who crave interaction. To foster meaningful employee relationships, create an opportunity for employees to get to know each other at and outside of work. You can keep it simple by having a hybrid Friday happy hour in the office while offering remote workers an online presence at the party. When developing new work culture ideas, think about the types of events your team would most enjoy.
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Why Is Work Culture Important?
The Power of Work Culture on Employee Experience
Work culture is a cornerstone of the employee experience. It significantly impacts both individual and organizational success. A positive work culture boosts morale, engagement, and job satisfaction, directly enhancing productivity and driving business outcomes. Research backs this up: happy employees can see a 12% increase in productivity. A supportive environment fosters better performance, making it clear that culture isn't just a buzzword.
The High Cost of a Toxic Work Culture
On the flip side, toxic work cultures take a toll on organizations. They create negative team dynamics, complicating talent attraction and retention. A 2022 survey revealed that 23% of job seekers consider company values and culture a top factor when accepting a job offer. 21% left a job due to poor culture, and 34% exited within the first 90 days because the culture didn't match their expectations. Misalignment leads to higher turnover, with toxic workplace cultures costing U.S. employers nearly $50 billion annually in turnover alone before the Great Resignation.
Work Culture's Influence on Customer Perception
Work culture also shapes how customers view a business. Companies known for strong, positive internal cultures attract top talent and loyal customers. People want to align themselves with brands that share their values. This connection often increases customer loyalty and advocacy, significantly benefiting a company's bottom line.
The Benefits of a Positive Work Culture
The advantages of fostering a positive work culture are numerous:
Job Satisfaction
Employees who feel valued and supported are more satisfied with their jobs. A culture that promotes well-being boosts happiness and motivation, leading to better work outcomes.
Employee Retention
A strong, positive culture encourages employees to stay with a company longer. When people feel treated well and have the resources to succeed, they are less likely to explore other opportunities, reducing turnover and associated costs.
Recruiting
Companies with good reputations for culture attract top talent. When culture aligns with what professionals seek, it becomes easier to hire the best candidates, strengthening productivity and team cohesion.
Motivation and Productivity
Employees in a supportive work environment work harder and are more passionate about contributing to the company’s success. This investment leads to higher productivity and better job performance.
Collaboration
A healthy work culture encourages communication and teamwork. When employees feel comfortable, they are more willing to collaborate, share ideas, and seek help, resulting in more effective problem-solving and innovation.
Employee Well-Being
A culture that rewards growth and performance helps reduce workplace stress and anxiety. It creates an environment where employees can thrive, improving mental health and overall satisfaction.
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Factors Affecting Work Culture
Respect as the Foundation of Work Culture
Employees crave respect. It’s about being acknowledged and valued for who they are and what they contribute. Respect creates a sense of belonging and encourages people to share their thoughts. When respect is present, it’s easier for everyone to work together and be innovative. Think of it as the bedrock of a positive work environment.
The Role of Supportive Leadership
Leaders who support their teams make a significant difference. Employees want leaders who provide guidance and empathy. Supportive leadership builds trust and motivation. When leaders actively engage with their teams, it creates an environment where people are more likely to be committed and enthusiastic about their work.
Aligning with Core Values
Employees look for alignment between an organization’s core values and leadership actions. When there is consistency, it creates a culture of integrity and purpose. Employees feel like they are part of something bigger than themselves. It’s about being part of an organization that stands for something meaningful.
The Impact of Toxic Managers
Toxic managers can ruin a workplace culture. They create environments filled with poor communication, favoritism, and even hostility. This drives disengagement and can lead to high turnover. Employees want to work in a place where they feel safe and valued, not one where they are constantly worried about negative interactions.
The Importance of Ethical Conduct
Ethical behavior is crucial in the workplace. Employees want to work for organizations that uphold ethical standards. When companies tolerate unethical practices, they risk losing their employees' trust, which can damage the overall culture.
Benefits and Well-Being
Benefits are crucial for employee well-being. They include healthcare, retirement plans, and paid time off. Comprehensive benefits help retain talent and build loyalty. Employees want to feel secure and know their employer cares about their well-being.
Perks That Enhance the Work Experience
Perks like flexible schedules and wellness programs can enhance the work experience. While they may not be as critical as benefits, they contribute to job satisfaction. Offering perks shows employees that the organization values their work-life balance and overall experience.
Opportunities for Growth
Employees desire opportunities for learning and development. Offering training, mentorship, and professional growth opportunities shows a commitment to helping employees advance in their careers. It’s about building a culture of continuous improvement and development.
Job Security and Stability
Employees highly value stability. A secure job lets them focus on their work without worrying about potential layoffs or restructuring. Job security creates a more stable environment and makes employees more productive.
Navigating Reorganizations
The way a company handles reorganizations can impact employee morale. Poorly managed changes can disrupt workflows and create uncertainty. On the other hand, transparent and well-executed reorganizations can minimize stress and maintain a positive culture.
Employees’ Role in Shaping Culture
While leaders significantly impact culture, employees also play a crucial role. More than half believe they actively influence culture. This emphasizes that culture isn’t just created from the top down; it’s built through contributions from everyone.
What You Shouldn't Do When Influencing Work Culture
Give Breaks a Break
Skipping breaks, especially lunch, is a bad move for workplace culture. Employees need time to recharge and clear their minds. Imagine expecting someone to keep running a marathon without a pit stop. That’s what it’s like to expect continuous work without breaks. A simple lunch break can work wonders for well-being and performance. So, don’t be that person who makes everyone feel like a cog in a machine.
Keep One-on-Ones Sacred
If you constantly cancel or reschedule one-on-one meetings, it sends a message that you don’t value your employees. These meetings are crucial for building trust and keeping communication open. When you set aside time for someone, stick to it. Show them you’re invested in their growth and concerns. It’s not just about calendars and schedules—it’s about respect.
Address Disengagement Head-On
Disengaged employees can drag down morale and productivity. Ignoring this problem won’t make it disappear. When you spot someone who’s checked out, have an open conversation. Find out what's going on and help them get back on track. If they're still not engaged, it might be time to let them go. Protecting the overall work environment should be a priority.
Break Out of the Job Description Box
Limiting employees to tasks within their job descriptions stifles growth and creativity. Encourage continuous learning and let people explore new interests and passions. This freedom not only benefits the organization but also strengthens team bonds. When people share knowledge and collaborate, innovation flourishes. Don’t let rigid roles hold anyone back.
Hire for Culture Add, Not Fit
Hiring solely for cultural fit can lead to a lack of diversity and slow growth. Instead, focus on culture add. Look for candidates who align with your core values but bring fresh perspectives. This approach fosters a more inclusive and innovative environment. It’s about evolving and enhancing the existing culture, not just maintaining the status quo.
Don’t Let Poor Management Slide
Managers have a huge impact on employee engagement and team performance. Poor leadership can wreck work culture and drive people away. Make sure your managers align with company values and are equipped to lead effectively. Good managers inspire loyalty and productivity. Don’t tolerate ineffective leadership, it’s a recipe for dissatisfaction.
Building Culture is Everyone’s Job
Creating a positive work culture isn’t just HR’s responsibility. It’s a collective effort that requires input from everyone, from leadership to employees. A thriving culture is a shared responsibility. When everyone contributes, the work environment becomes more positive and cohesive. Don’t expect HR to do it all alone.
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