4 Ways HR Pros Can Build a Strong Workplace Culture

A healthy culture is vital for an organization’s success, as it influences everything from employee engagement to overall productivity. In fact, 66% of executives believe culture is more critical than a company’s business strategy or operation model.

While it may seem intangible, culture is shaped by concrete policies and actions, many of which are within HR’s purview. In this article, we’ll cover four ways HR pros like you can influence and strengthen company culture and lay the groundwork for a cohesive, thriving workplace.

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What Is Company Culture?

Company culture is a shared set of workplace goals, values, beliefs, attitudes, and standards. It’s conveyed through formally documented policies as well as the unwritten rules employees follow.

While culture varies across organizations, a positive workplace culture is generally rooted in respect, support, transparency, and aligning core values.

Company Culture Examples

Here at BambooHR, our values inform everything we do—from business decisions to how we treat each other and our customers every day. Core values such as Assume the Best, Be Open, and Do the Right Thing guide us all in our collective mission to set people free to do great work.

At Google, employees are encouraged to dedicate 20% of their paid time to projects of personal interest that might benefit the company in the long run. This opportunity to venture outside their core responsibilities helps foster a culture of creativity and innovation.

4 Ways HR Can Shape and Strengthen Company Culture

Company culture is multifaceted, so it may be daunting to decide where to begin. These four action steps can help you get started:

1. Prioritize Continuous and Open Communication

For company culture to stick, it needs to be consistently promoted and reinforced throughout the employee lifecycle, from recruiting to offboarding. For instance, incorporating quarterly training modules on core values can signal to your workforce that your values are not just words but principles that guide your company every step of the way.

Moreover, HR can foster a culture of transparency by connecting executives and the rest of the company. Let’s say executives decide to change their health insurance plan offerings. HR should help communicate the reasons behind the change and give ample notice so employees can make any necessary transitions.

On the flip side, employees need to be given a voice, too. Administering regular employee feedback surveys that guarantee anonymity is a great way for HR and executives to discover the company's strong suits and where it can improve. What’s more, following through on employee recommendations can do wonders for boosting employee loyalty and reducing turnover.

2. Align Policies with Company Values

The old adage rings true: actions speak louder than words. Once core values have been defined, it’s crucial to implement policies and best practices that reflect the culture to gain employees’ trust.

For example, some ways to reinforce a culture that values work-life balance include:

• Offering a generous PTO policy
• Giving employees a monthly wellness stipend
• Allowing employees to work remotely, if possible
• Refraining from contacting employees outside of regular business hours

3. Recognize a Job Well Done

When employees exemplify your company culture, they should be recognized for it. In fact, Gallup reports that employees at organizations that prioritize recognition are 3.8 times more likely to feel connected to their culture and 20 times more likely to be engaged at work.

Thoughtful reward and recognition programs not only motivate recipients to keep up the good work, but they also encourage other employees to perform better.

Plus, you don’t necessarily have to make grand gestures; here are some simple yet effective ways to show your employees you value them and their contributions:

• Give them a public shoutout or send a private message, depending on their preference.
• Gift them a gourmet snack basket.
• Allow them to choose their next work project.
• Take them out to lunch.
• Award them an extra personal day.

4. Recruit “Culture Adds”

A strong culture can be challenging to build but easy to lose without proper vigilance. One way to protect it is by resisting the temptation to hire people who aren’t culture adds, even when there’s an urgent need to fill a role. After all, it only takes one bad hire to erode culture.

On the other hand, focusing on culture adds—as opposed to small gaps in experience and skill—can help recruiters identify hidden gems in a resume pile more frequently. In many cases, candidates who may lack certain technical skills but show strong cultural alignment prove to be quick learners and highly motivated team members. By prioritizing culture adds, you not only protect the existing culture but also help it evolve positively.

Next Steps: Approach Culture with a Growth Mindset

Creating a strong culture isn’t a one-and-done project; it can ebb and flow based on the collective actions of your workforce and organizational changes. Even the world’s most successful companies have room for improvement.

In addition to these four tips, check out the articles below. Whether your company is navigating changes in leadership or facing high turnover, we’ve got you covered with actionable strategies to help protect the cultural foundation you’ve worked hard to build.