Over the past few years, there has been a huge emphasis on positive workplace culture. Now, you may disagree with this next thought, but hear me out. Your employees are not responsible for the culture of your organization. While everyone may have a hand in culture, it starts at the top and it’s the responsibility of leadership. Why? Leadership has the most levers to pull when it comes to positive workplace culture and should be the models for the behaviors they seek in their employees. Leadership sets the tone for how things are done, how people are treated, and what is prioritized. Leadership is the ultimate decision-maker. Without strong leadership, there can’t be a strong culture. Culture is more than espousing values that hang on a wall, hosting the occasional free lunch, and throwing expensive parties that people will forget next week.

So what is workplace culture? Workplace culture reflects the overall character and personality of an organization, influencing everything from how employees interact to how decisions are made. A strong culture aligns with the organization’s mission and goals, providing a sense of purpose and direction. To achieve a positive workplace culture, the emphasis should be on leadership development and creating a strategy for your teams – from your executive team all the way down to your frontline workers. This strategy should include the following:

1. A Strong Communications Strategy: This should be transparent and explain how and what information will flow to whom and at what time. Making sure workers know the goals and objectives of the company and how they fit into those is important and will improve productivity and results. Harvard Business Review reported that companies with clear communications have employees that are 2.8 times more likely to be engaged, and business units that have engaged workers are 28% more profitable. Looking for more employee engagement and increased productivity? An effective communications strategy can help you accomplish this. 
   
   
2. A Clear Path to Growth: Mentorship and promotion plans will ensure that workers understand the responsibilities and expectations of their role and how to achieve professional growth within your organization. Investing in your workers will decrease turnover and increase productivity and innovation. A Deloitte report found that organizations that prioritize learning and development are 92% more likely to develop novel products and processes, 52% more productive, 56% more likely to be the first to market with their products and services, and 17% more profitable than their peers.
   
   
3. Salary Transparency: Providing salary ranges by position that are transparent to all employees will make your company more equitable and fair. Your workers will talk and likely share their compensation anyway. Being transparent about wages and salary is not only good for them, but for you. Align your salary strategy with your promotion plans so there is a clear rubric upon which you are basing performance, prior experience, and skills. When workers feel like someone is being paid more and there isn’t a clear reason, it sows distrust and resentment. A study by the Massachusetts Institute of Technology (MIT) found that transparent compensation structures lead to increased employee satisfaction, particularly in high-performing teams. Additionally, a 2022 report from HR technology firm Visier found that 79% of surveyed employees said they want pay transparency, with Gen Z employees as the strongest proponents.
   
   
4. A Strong Feedback Culture:  Providing employees with the opportunity to give and receive feedback creates a more inclusive and engaged workforce. This will not only provide you with valuable data from which to make improvements, but also help build trust within your organization. Make sure that there is two-way communication. When soliciting feedback, close the loop by acknowledging common themes and a plan to address any major issues. A Harvard Business School article reported that toxic workplace culture is the leading indicator of employee attrition. The key to retention, they found, is to employ a strong feedback culture where honest conversation is valued and encouraged. 
   
   
5. Strict guidelines for behavior: Hold every employee, regardless of position, to the same standards. This comes back to your company’s core values. Making sure these stand the test of time, are communicated, and lived and breathed by everyone will be the cornerstone of your organization. Oftentimes, values are hung on a wall so that employees understand their expectations. Leadership should also be held to these same standards. Ensure the physical and emotional safety of your employees by having clear behavioral guidelines and ensuring these are implemented and enforced by everyone in the organization. 
   
   
6. A system to recognize and celebrate individual and team wins: This doesn’t have to be a pizza party, but having a way to communicate and celebrate individual successes and team wins is important to a positive workplace. According to a recent Gallup study, employees who receive high quality recognition are 45% less likely to leave their job after two years. The recognition shouldn’t always be hitting certain revenue or profitability goals. Normalize recognizing things that are meaningful to all of your employees.
   
   

Ready to take your workplace culture to the next level? At Branch, we understand that a thriving culture doesn’t happen by chance. It requires intentional leadership, clear strategies, and consistent follow-through. If you’re tired of surface-level solutions like free lunches or once-a-year parties and want to implement a culture that drives real results, we’re here to help.

Our tailored approach focuses on leadership development, transparent communication, and meaningful employee engagement strategies that will transform your organization. Let us work with you to build a culture that not only aligns with your mission, but also keeps your employees inspired and engaged long-term. Don’t let a weak culture hold your business back. Contact Branch today to schedule a planning session, and let’s start building a strategy that will make your employees’ friends jealous of where they work.  

Written by Rebecca Brady, Co-Founder & COO