Before knowing how to be a leader who champions company culture, it first becomes important to understand why company culture matters to the bottom line. Alexandria Hewko from Fellow states that “managers account for at least 70% of the variance in employee engagement scores.” More than any other factor, managers influence team engagement and performance. That’s a lot of power and responsibility that leaders hold, just by their conduct and actions in the workplace. From communication styles, motivation efforts and overall support given to their team, employees decide how to behave based on the example set by those in charge. The stronger the leaders are at upholding workplace culture values, the more employees are likely to follow suit and bring their best performance to align with those values.  

What are some practical development strategies that organizations can use to cultivate leaders who actively support and reinforce company culture? Here are some daily actions to consider following that can set the tone.

1. Be respectful towards employees. According to Workplace, leaders simply being present to interact with employees in their work environment while allowing opportunities to voice questions or concerns, can make them feel seen and go a long way. A culture that respects, celebrates and acknowledges everyone’s contributions and accomplishments, stimulates productivity and performance. The leader’s commitment to employee development and growth as a professional, translates into higher productivity, less turnover and improved team morale. When leaders are modeling authentic culture behaviors, it creates a ripple effect, especially if employees are celebrated and promoted for it. Meeting employees with a job well done helps motivate and reach the demand for purpose, which builds better trust with you as a leader. Alexandria Hewko further explains that providing “positive reinforcement shows your team what great alignment, clear communication, and realistic goal setting can achieve!”                                                                                                                                                           
2. Enable open communication. “Sharing what is happening is not enough; leaders need to explain why to foster an engaging work culture,” according to Craig Kamins. When leaders communicate what is happening in the organization, they are avoiding unfavorable assumptions. Employees are more likely to embrace change and increase performance when they understand the motivations behind it, and feel valued when offered the opportunity to give input before actions are taken. Companies can be built for growth rather than just maintenance when inevitable problems are routinely identified and fixed before a crisis hits, through a culture of openness (Time). Instead of just trying to avoid or get through a problem, try viewing it as an opportunity to come out with a stronger culture than ever before, through consistent communication and feedback. Collectively, the company’s objectives and key results can be united across the entire organization through fostering alignment (Fellow). Employees who can contribute their ideas and perspectives with one-on-one or collaborative meetings, feel engaged, purposeful, and more aligned with the conversation at hand. It’s also an opportunity to help broaden your own perspective as a leader, and inform them about what’s happening in the organization.                                                                                                                                 
3. Promote accountability and fairness. When clear performance standards are communicated and upheld by leaders, the accountability trickles down to all levels. Expanding performance evaluations to include embodying culture principles like inclusivity, empathy, collaboration, and professionalism, encourages long-term growth. Narrowly defined performance can lead to unclear guidelines on what behavior is deemed acceptable to achieve success, and potentially reward or tolerate unacceptable behaviors from top performers, as explained by Arianna Huffington. She compares culture to a company’s immune system. A healthy culture promotes company resilience, avoiding viruses like problems or crises that can damage a company’s reputation, which is paramount in the age of social media. Employees today expect and demand the company they identify with stand for principles beyond profit, and consumers build more trust in companies when the employees themselves feel a part of a trusting and authentic culture. 

What will you implement today to be a leader who champions your own healthy company culture? 

Leading in today’s ever evolving world can be difficult, and you don’t have to do it alone. If you would like to learn more about workplace culture, leadership development, emotional intelligence training, team building, professional coaching, or strategy planning sessions, let’s talk. Contact us for a free consultation by clicking this link: Innovative Connections or calling us at 970-279-3330.

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