5 Ways to Create a More Positive Culture

A poor company culture can make talented professionals run for the hills. Smart professionals start sniffing out the negative aspects of your company as early as the interview.

High-achieving professionals are looking for strong relationships between colleagues and managers. How are folks rewarded? How inspired is your team? Or simply…how organized are you when it comes to onboarding new employees?

Investing in your team’s happiness and well-being will create a strong case for top talent to choose your company. “When employees are happy, they do better and treat their clients better,” Ben Kirshner, founder of Elite SEM, told Open Forum. “It is better for the organization.”

It’s all about truly caring about your people. Pretty simple.

We spoke with a few renowned experts on the matter to pinpoint several proactive steps you can take to create a more positive culture. Check it out:

1.Feedback can make or break employee happiness.

Everyone wants to feel heard. No matter how small or large your company, there should be a system in place that allows your team to vocalize their feedback for the company. Without this, you have little direction for improvement. So, take it seriously.

2. Focus on the values and needs of your team.

“When you’re inspiring teams, make sure you’re communicating in their values…their individual values are what they are inspired to do,” says Dr. John Demartini, human behavior specialist and author.

Learn what makes your team tick. Then, frame your business goals in a way that makes them feel like their contribution is fulfilling their values as well.

3. Demolish silos and encourage niceties.

Building trust throughout your company is a major feat. But you can start small.

Little niceties, like saying “good morning” to folks across departments or simply smiling can ignite a big boost to your company culture over time.

“Above all, a positive culture is based on caring for people and being consistent,” says Lisa Sansom of LVS Consulting. “It doesn’t take much, but it does take attention.”

On a larger scale, silo mentality is a surefire way to reduce morale and make folks feel disengaged with their work. Cross-functional teams can contribute more, encourage transparency and empower your people to do more for you.

4. Hire for attitude in addition to experience

One bad seed can turn a great atmosphere into a toxic one. While interviewing, pay attention to her overall attitude toward work, life and success. Is she cutthroat or a terrible team player? No matter how great her experience might be, hiring a misfit can derail your team.

Take Symmetry Software, for instance. When a new team member joins Symmetry, they get a Fitbit to foster comradery with their new teammates. “We have a whiteboard wall that keeps track of how many steps each of us has taken,” says Becky Hendriksen, marketing manager at Symmetry. “It has turned into a friendly competition, and also increases health of employees.”

5. Invest in a little fun as well!

Whether it’s catered birthday lunches, quarterly prizes, Take Your Dog to Work Day or streaming the World Cup, adding a little light-hearted fun to break up the work day can do wonders for company culture.

For instance, Edmunds.com, which was recently named Best Overall Company to Work For, offers their team a lot of freedom as a reward.

“Part of our positive culture is owed to the Results Only Work Environment (ROWE), in which employees are offered the freedom to work at any time from any location in which they can most effectively deliver their expected results,” says Stephanie Mar of Edmunds.com. “Other unique perks and benefits offered at Edmunds.com include subsidized gym memberships, a sabbatical program and in-house masseuses on the first Wednesday of every month.”

Liked Edmunds, many companies have folks who are entirely dedicated to boosting morale and work environment. At Edmunds, they have a Work Experience Team that focuses on activities and events to help make their work environment happier.