A business depends on its employees for success. Every employee should believe in the business and want it to succeed. Although, company culture doesn't just happen. It's something that needs to be deliberately formed, beginning with the founders and passed down with each new hire.
- Lead by Example
Company culture starts at the top, and the best leaders don’t just talk about it—they live it.If you want a truly collaborative workplace, leadership must be part of the team, not just overseeing it. When leaders actively participate, teamwork becomes more than a buzzword—it becomes the norm.
Culture can’t be enforced; it has to be demonstrated.Consider appointing one person to do this role. It doesn't always have to be the person hiring new people; just someone who can effectively encourage workers to embody the company culture.
- Hire the Right People
At the beginning, your company will be small. You and a few others, like co-founders or investors, will discuss almost every decision as a team. But as you grow and more people are hired, big decisions will be made among the minority of the company. The CEO won't necessarily know the names and roles of every single person on the payroll. As such, it's important that every new hire fits well within the company culture if it is to succeed.
While it's important that candidates have the right education and qualifications for a position, their attitude and ability to adapt to your culture is even more important.
- Build Meaningful Connections
A strong company culture isn’t just about policies—it’s about people. To truly understand how well your culture is taking shape, take the time to connect with your employees. Hosting offsite gatherings or informal discussions can provide valuable insights. Ask your team what they love about the culture, what they believe it represents, and where they see room for improvement. These open conversations not only reinforce cultural values but also help uncover challenges that might otherwise go unnoticed.
But bonding shouldn’t be limited to occasional meetings or an employee’s first few weeks—it should be an ongoing effort. Recognition, rewards, career development opportunities, and social outings all play a vital role in strengthening workplace culture. These initiatives show employees they are valued and create opportunities for authentic connections beyond day-to-day tasks. Keep these traditions alive, and you’ll build a culture that employees genuinely feel a part of.
Building a company culture can take hard work and focus. But if you do your best to communicate what you want your company's culture to be and work to enforce and encourage it, your employees will be happier.
