{"id":1272,"date":"2026-08-27T10:54:37","date_gmt":"2026-08-27T05:24:37","guid":{"rendered":"https:\/\/recooty.com\/blog\/?p=1272"},"modified":"2026-10-20T18:17:41","modified_gmt":"2026-10-20T12:47:41","slug":"how-to-build-a-positive-company-culture-advice-from-experts","status":"publish","type":"post","link":"https:\/\/recooty.com\/blog\/how-to-build-a-positive-company-culture-advice-from-experts\/","title":{"rendered":"How To Build A Positive Company Culture &#8211; Advice from Experts"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"1272\" class=\"elementor elementor-1272\">\n\t\t\t\t<div class=\"elementor-element elementor-element-38ad1b13 single_inner_blog e-flex e-con-boxed e-con e-parent\" data-id=\"38ad1b13\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-8743043 e-con-full case_left_sticky e-flex e-con e-child\" data-id=\"8743043\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-31ab8342 elementor-widget elementor-widget-shortcode\" data-id=\"31ab8342\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"shortcode.default\">\n\t\t\t\t\t\t\t<div class=\"elementor-shortcode\">\n<div class=\"social_sharing\">\n\n    <div class=\"icon\">\n        <div class=\"facebook\">\n            <a href=\"https:\/\/www.facebook.com\/sharer.php?u=https:\/\/recooty.com\/blog\/how-to-build-a-positive-company-culture-advice-from-experts\/\" target=\"_blank\">\n                <img decoding=\"async\" src=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2023\/12\/Group-69272.svg\" alt=\"\" title=\"\">\n            <\/a>\n        <\/div>\n\n        <div class=\"linkedin\">\n            <a 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href=\"https:\/\/wa.me\/?text=How+To+Build+A+Positive+Company+Culture+%26%238211%3B+Advice+from+Experts%20https%3A%2F%2Frecooty.com%2Fblog%2Fhow-to-build-a-positive-company-culture-advice-from-experts%2F&#038;image=https%3A%2F%2Frecooty.com%2Fblog%2Fwp-content%2Fuploads%2F2019%2F08%2FHow-To-Build-A-Positive-Company-Culture-%E2%80%93-Advice-from-Experts.png\" target=\"_blank\">\n\t\t\t\t<img decoding=\"async\" src=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2023\/12\/Group-69278.svg\" alt=\"\" title=\"\">\n\t\t\t<\/a>\n\t\t<\/div>\n\n        <div class=\"link\">\n            <a href=\"#\" onclick=\"copyToClipboard('https:\/\/recooty.com\/blog\/how-to-build-a-positive-company-culture-advice-from-experts\/')\" target=\"_blank\">\n                <img decoding=\"async\" src=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2023\/12\/Group-69226.svg\" alt=\"\" title=\"\">\n            <\/a>\n        <\/div>\n\n        <script>\n        function copyToClipboard(text) {\n            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data-e-type=\"container\">\n\t\t<div class=\"elementor-element elementor-element-c0ed9cd e-con-full e-flex e-con e-parent\" data-id=\"c0ed9cd\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-64f86eb elementor-widget elementor-widget-text-editor\" data-id=\"64f86eb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>Company culture is just a collection of behaviors. Therefore, a company\u2019s influence on culture is only as strong as its influence on behavior. So how does a company help build a positive company culture?<\/p>\n<p>We\u2019ve had a chat with the industry experts with over 5 years of experience to help you build a positive company culture. Let\u2019s check what experts say!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-59356bf elementor-widget elementor-widget-shortcode\" data-id=\"59356bf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"shortcode.default\">\n\t\t\t\t\t\t\t<div class=\"elementor-shortcode\">\n\t<style>\n\t .recooty_jump_popup_one {\n\t\t\tdisplay: none;\n\t\t\tposition: fixed;\n\t\t\ttop: 50%;\n\t\t\tleft: 50%;\n\t\t\ttransform: translate(-50%, -50%);\n\t\t\tbackground-color: #000000bd;\n\t\t\tpadding: 20px;\n\t\t\tborder: 2px solid #ccc;\n\t\t\tz-index: 9999 !important;\n\t\t\tbox-shadow: 0 0 10px rgba(0, 0, 0, 0.3);\n\t\t\tborder-radius: 12px;\n\t\t\twidth: 100%;\n\t\t\theight: 100vh;\n        }\n\t\t.close-popup-one {\n\t\t\tposition: absolute;\n\t\t\ttop: -10px;\n\t\t\tright: 10px;\n\t\t\tcursor: pointer;\n\t\t\tfont-size: 36px;\n}\n\n\t.recooty_jump_popup_one .wpcf7.js form .wpcf7-response-output{\n\t\tmargin-top: 10px !important;\n\t}\n\t.form_content{\n\n    position: relative;\n    top: 50%;\n    left: 50%;\n    transform: translate(-50%, -50%);\n\twidth: 840px;\n    max-height: 800px;\n    padding: 22px;\n    border-radius: 10px;\n\tbackground-position: center;\n    background-size: cover;\n    background-repeat: no-repeat;\n\t}\n\t.form_content .content_img img.web_view{\n\t\twidth: 800px;\n\t\theight: 400px;\n\t\tobject-fit: cover;\n\t\tpadding: 0px !important;\n\t\tborder-radius: 12px;\n\t}\n\t.form_content .content_img img.mobile_view{\n\t\tdisplay:none;\n\t}\n\t.communication_form .form_group p{\n\t\t align-items: center;\n \t\t display: flex;\n   \t\t justify-content: center;\n\t\t gap:10px;\n\t\t\tposition:relative;\n\t}\n\t.recooty_ai_form .communication_form span.wpcf7-not-valid-tip{\n\t\t\t\tposition: absolute;\n\t\t\t\t top: -40px;\n\t}\n\n\t@media (max-width: 768px) {\n\t\t.form_content .content_img img.web_view {\n\t\t\twidth: 640px;\n\t\t\theight: 400px;\n\t\t\tpadding-bottom:20px !important\n\t\t}\n\t\t.form_content {\n\t\t\twidth: 700px;\n\t\t\theight: 500px;\n\t\t}\n\n}\n\n@media (max-width: 575px) {\n\t\t.form_content .content_img img.web_view{\n\t\t\tdisplay:none;\n\t\t}\n\t    .form_content .content_img img.mobile_view {\n\t\t\t\tdisplay: block;\n\t\t\t\theight: 700px;\n\t\t\t\tpadding-bottom: 20px !important;\n\t\t\t\tpadding-top: 20px !important;\n   \t\t }\n\t    .form_content {\n\t\t\t\twidth: 500px !important;\n\t\t\t\theight: 100%;\n   \t\t }\n\n\t}\n\n\t\t\n\t\t\n@media (max-width: 414px) {\n\t.communication_form .form_group p{\n\t\tdisplay:block;\n\t\ttext-align:center;\n\t\tmargin-bottom:0px !important;\n\t}\n\t.communication_form .wpcf7-not-valid-tip {\n        margin-top: 0px !important;\n        font-size: 12px;\n    }\n\t.communication_form p input{\n\t\tmargin-bottom:10px;\n\t}\n    .form_content {\n              width: 380px !important;\n        max-height: 740px;\n        height: fit-content;\n    }\n\n    .form_content .content_img img.mobile_view {\n       \n\t\theight: 450px !important;\n\t\twidth:340px;\n        object-fit: cover;\n\n    }\n\tbr{\n\t\tdisplay:none;\n\t}\n\t.communication_form .wpcf7-not-valid-tip{\n\t\tmargin-top:0px !important;\n\t}\n}\n\t\t\n\t@media (max-width: 390px) {\n\t.form_content {\n             width: 340px !important;\n        max-height: 740px;\n        height: fit-content;\n    }\n\n\t.form_content .content_img img.mobile_view {\n        display: block;\n        height: 560px;\n}\n\n\t<\/style>\n\n\n    <div class=\"recooty_nxt_one\">\n<!-- \t\t <a href=\"javascript:void(0);\" class=\"show-popup-one\"> -->\n\t\t<a href=\"https:\/\/app.recooty.com\/register?utm_source=blog&utm_medium=banner\" target=\"_blank\">\n\t\t\t\t<img decoding=\"async\" src=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2024\/12\/Recooty-simplies-hiring-3.png\" alt=\"\" title=\"\">\n\t\t<\/a>\n\n<!-- \t\t\t\t<div class=\"recooty_jump_popup_one\" id=\"popup-one\">\n\t\t\t\t<div class=\"form_content\" 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class=\"hidden-fields-container\"><input type=\"hidden\" name=\"_wpcf7\" value=\"21794\" \/><input type=\"hidden\" name=\"_wpcf7_version\" value=\"6.1.6\" \/><input type=\"hidden\" name=\"_wpcf7_locale\" value=\"en_US\" \/><input type=\"hidden\" name=\"_wpcf7_unit_tag\" value=\"wpcf7-f21794-o1\" \/><input type=\"hidden\" name=\"_wpcf7_container_post\" value=\"0\" \/><input type=\"hidden\" name=\"_wpcf7_posted_data_hash\" value=\"\" \/><input type=\"hidden\" name=\"_wpcf7_recaptcha_response\" value=\"\" \/>\n<\/fieldset>\n<div class=\"recooty_ai_form\">\n\t<div class=\"form_inner\">\n\t\t<div class=\"communication_form\">\n\t\t\t<div class=\"form_group\">\n\t\t\t\t<p><span class=\"wpcf7-form-control-wrap\" data-name=\"email-110\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-email wpcf7-validates-as-required wpcf7-text wpcf7-validates-as-email\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Email address *\" value=\"\" type=\"email\" name=\"email-110\" \/><\/span><br \/>\n<input class=\"wpcf7-form-control wpcf7-submit has-spinner subscribe_btn\" type=\"submit\" value=\"Reserve My Spot\" \/>\n\t\t\t\t<\/p>\n\t\t\t<\/div>\n\t\t<\/div>\n\t<\/div>\n<\/div><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\n\t\t\t\t<\/div> -->\n\n\t\t\n    <\/div>\n\n<!-- \t<script src=\"https:\/\/ajax.googleapis.com\/ajax\/libs\/jquery\/3.7.1\/jquery.min.js\"><\/script>\n  \t\t\t<script>\n\t\t\t\t\n\t\t\tjQuery(document).ready(function($){\n\t\t\t\t\tjQuery('.show-popup-one').click(function() {\n\t\t\t\t\t\tjQuery('#popup-one').fadeIn();\n\t\t\t\t\t});\n\t\t\t\t\n\t\t\t\t\tjQuery('.close-popup-one').click(function() {\n\t\t\t\t\t\tjQuery('.recooty_jump_popup_one').fadeOut();\n\t\t\t\t\t});\t\t\t\n\t\t\t});\n\n\t\t<\/script> -->\n    <\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-ceb2c6c e-con-full tab_blog e-flex e-con e-parent\" data-id=\"ceb2c6c\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d176d21 elementor-widget elementor-widget-heading\" data-id=\"d176d21\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Key takeaways<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d09f53e elementor-widget elementor-widget-text-editor\" data-id=\"d09f53e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<ul>\n<li>A positive company culture is built through repeated behavior, not slogans, office perks or one-off team events.<\/li>\n<li>The fastest practical starting point is one observable behavior, such as managers closing the loop on employee feedback or inviting dissent before a decision.<\/li>\n<li>Culture becomes credible when hiring, onboarding, performance reviews, recognition, promotions and conduct standards reward the same values.<\/li>\n<li>Gallup\u2019s 2026 employee engagement research reports that only 27% of employees strongly agree their opinions count at work, while 52% are actively looking or watching for another job. Build a reliable employee voice system before adding more perks.<\/li>\n<li>For hybrid teams, use shared routines, clear decision records, manager one-to-ones and inclusive meeting rules to create connection without forcing constant office attendance.<\/li>\n<li>Track culture with leading signals such as psychological safety, manager follow-through, feedback response time and role clarity, then pair them with lagging signals such as regrettable turnover and absenteeism.<\/li>\n<\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-36522a7 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"36522a7\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-1ac0a90 elementor-widget elementor-widget-heading\" data-id=\"1ac0a90\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">How to build a positive company culture in 2026: the answer first<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-249b307 elementor-widget elementor-widget-text-editor\" data-id=\"249b307\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>The most reliable approach is to choose three to five behaviors that describe how work should happen, make managers model them, and connect them to the employee lifecycle. Start with a short listening exercise, select one high-impact behavior to improve, test it in one team for 30 days, and publish what changed. This turns company culture from a poster into an operating system that employees can experience and evaluate.<\/p>\n<p>That answer reflects a gap in many current search results. Most competitor guides list values, recognition, communication and psychological safety, but fewer explain how to connect those ideas to hiring decisions, manager routines, escalation and measurable outcomes. A useful positive workplace culture framework therefore needs four layers:<\/p>\n<table>\n<thead>\n<tr>\n<th>Culture layer<\/th>\n<th>What employees should experience<\/th>\n<th>Practical evidence to review<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Values<\/td>\n<td>The stated values match everyday choices<\/td>\n<td>Hiring rubrics, promotion examples and decisions made under pressure<\/td>\n<\/tr>\n<tr>\n<td>Manager behavior<\/td>\n<td>Managers clarify expectations, listen and follow through<\/td>\n<td>One-to-one completion, feedback closure and team-level pulse results<\/td>\n<\/tr>\n<tr>\n<td>Team norms<\/td>\n<td>People can ask questions, disagree respectfully and learn from mistakes<\/td>\n<td>Meeting rules, retrospectives and psychological-safety responses<\/td>\n<\/tr>\n<tr>\n<td>People systems<\/td>\n<td>HR processes reinforce fairness, growth and accountability<\/td>\n<td>Onboarding, performance, recognition, mobility and conduct records<\/td>\n<\/tr>\n<tr>\n<td>Employee voice<\/td>\n<td>Feedback changes a decision or receives a clear explanation<\/td>\n<td>Response time, action logs and recurring themes by team<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3>Employee engagement is a culture signal, not the whole culture<\/h3>\n<p>Gallup\u2019s <a href=\"https:\/\/www.gallup.com\/file\/workplace\/704108\/Employee%20Engagement%20Strategies%20for%202026.pdf\" rel=\"nofollow noopener\" target=\"_blank\">Employee Engagement Strategies for 2026<\/a> reports that fewer than one in five US employees, 18%, are extremely satisfied with their employer as a place to work, and 52% are actively looking or keeping an eye out for job openings. Only 49% strongly agree that they know what is expected of them, 31% feel connected to their organization\u2019s mission or purpose, and 27% believe their opinions count at work. These figures are not a diagnosis of every company, but they are a useful warning against treating engagement as a perk problem.<\/p>\n<p>Gallup also reports that the manager or team leader accounts for 70% of the variance in team-level engagement. That makes manager capability a culture lever. Train managers to set expectations, ask for dissent, recognize specific contributions, explain decisions and close feedback loops. A company-wide values campaign cannot compensate for a team whose manager behaves inconsistently.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-c6dde78 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"c6dde78\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-4926fe7 elementor-widget elementor-widget-heading\" data-id=\"4926fe7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">A practical positive workplace culture playbook<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7a1dfe1 elementor-widget elementor-widget-text-editor\" data-id=\"7a1dfe1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>Use this sequence to turn the expert advice in this article into an action plan:<\/p>\n<ol>\n<li><strong>Define observable behaviors.<\/strong> Rewrite each value as a behavior that a new employee could see in a meeting. For example, \u201ctransparency\u201d becomes \u201cexplain the decision, owner and next review date.\u201d<\/li>\n<li><strong>Listen before prescribing.<\/strong> Combine a short anonymous pulse survey with manager interviews and a review of turnover, absence, promotion and candidate feedback. Segment results by team, tenure and work arrangement where the sample is large enough to protect confidentiality.<\/li>\n<li><strong>Choose one high-impact behavior.<\/strong> The HBR article by James Elfer, Siri Chilazi and Edward Chang, <a href=\"https:\/\/hbr.org\/2026\/01\/to-change-company-culture-start-with-one-high-impact-behavior\" rel=\"nofollow noopener\" target=\"_blank\">To Change Company Culture, Start with One High-Impact Behavior<\/a>, argues that information and training alone often do not change workplace behavior. Make the desired behavior easy, visible and reinforced in the workflow.<\/li>\n<li><strong>Give managers a weekly routine.<\/strong> Use one-to-ones for expectations, obstacles, development and follow-up. Keep recognition specific and fair. Record commitments so that employee voice does not disappear after the meeting.<\/li>\n<li><strong>Connect culture to hiring and onboarding.<\/strong> Use <a href=\"https:\/\/recooty.com\/resources\/blogs\/structured-interviews-a-guide-to-reducing-bias-and-improving-hiring-quality\">structured interview<\/a> questions and a scorecard for values-related behaviors. During onboarding, show new hires how decisions are made, how concerns are raised and how feedback is acted on. See Recooty\u2019s <a href=\"https:\/\/recooty.com\/blog\/employee-onboarding-guide-and-process\/\">employee onboarding guide and process<\/a> for the process layer.<\/li>\n<li><strong>Review and publish the learning.<\/strong> After 30 days, share the behavior tested, what employees noticed, what did not work and the next adjustment. Trust grows when leaders demonstrate that feedback has consequences.<\/li>\n<\/ol>\n<h3>What the current competitor results miss<\/h3>\n<p>The practical connection is between culture advice and operating evidence. Use the table below as a monthly review rather than a one-time culture checklist:<\/p>\n<table>\n<thead>\n<tr>\n<th>Question<\/th>\n<th>Leading indicator<\/th>\n<th>Follow-up action<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Do people know what good work looks like?<\/td>\n<td>Role-clarity pulse score and documented expectations<\/td>\n<td>Rewrite goals and ask managers to confirm them in one-to-ones<\/td>\n<\/tr>\n<tr>\n<td>Do employees feel safe speaking up?<\/td>\n<td>Psychological-safety item, dissent in retrospectives and issue escalation<\/td>\n<td>Train managers to respond without blame and track closure<\/td>\n<\/tr>\n<tr>\n<td>Does feedback matter?<\/td>\n<td>Percentage of feedback items with an owner and update date<\/td>\n<td>Publish a \u201cyou said, we did, we could not\u201d log<\/td>\n<\/tr>\n<tr>\n<td>Are values used fairly?<\/td>\n<td>Interview scorecard consistency, promotion patterns and conduct cases<\/td>\n<td>Audit exceptions by team and seniority<\/td>\n<\/tr>\n<tr>\n<td>Does hybrid work support belonging?<\/td>\n<td>Meeting inclusion, connection and new-hire onboarding pulse<\/td>\n<td>Create shared rituals and asynchronous decision records<\/td>\n<\/tr>\n<tr>\n<td>Is culture affecting retention?<\/td>\n<td>Regrettable turnover, early attrition and exit themes<\/td>\n<td>Fix the highest-frequency manager or process issue first<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>SHRM\u2019s <a href=\"https:\/\/www.shrm.org\/in\/topics-tools\/tools\/toolkits\/building-and-sustaining-a-positive-workplace-culture\" rel=\"nofollow noopener\" target=\"_blank\">2026 toolkit on building and sustaining a positive workplace culture<\/a> makes a similar operational point: culture is shaped by daily behavior, procedures and decisions, not by formal announcements alone. It specifically connects culture to hiring standards, performance management, development, rewards, policy enforcement and governance. That is why culture work should have an owner, a review cadence and an escalation path.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-6e34ec1 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"6e34ec1\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-4b0f085 elementor-widget elementor-widget-heading\" data-id=\"4b0f085\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Expert viewpoints to apply, with a 2026 update<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-33b8d54 elementor-widget elementor-widget-text-editor\" data-id=\"33b8d54\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<ul>\n<li>The experts quoted in this article point to recognition, mandatory one-to-ones, empathy during hardship, permission to experiment and employee feedback. Their ideas remain useful when translated into repeatable routines rather than isolated benefits.<\/li>\n<li>CIPD guest author David R Blackburn describes trust and empowerment as practical leadership capabilities, not soft extras. His <a href=\"https:\/\/www.cipd.org\/uk\/about\/blogs\/future-focused-leadership-building-trust-empowering-employees\/\" rel=\"nofollow noopener\" target=\"_blank\">2026 guidance on future-focused leadership<\/a> recommends ethical consistency, clear expectations, autonomy and meaningful employee voice.<\/li>\n<li>SHRM\u2019s guidance adds an important accountability test: culture is not credible when leaders are measured only on financial or growth outcomes. Behavioral expectations should also appear in leadership evaluation, promotion and recognition.<\/li>\n<li>Our editorial view: a free lunch can improve a day, but predictable fairness improves the employee experience. If a company must choose between another perk and better manager follow-through, choose the behavior employees experience every week.<\/li>\n<\/ul>\n<p>For practical examples, compare this article with <a href=\"https:\/\/recooty.com\/blog\/5-ways-to-build-an-extraordinary-team-culture\/\">5 ways to build an extraordinary team culture<\/a>, <a href=\"https:\/\/recooty.com\/blog\/5-ways-to-build-an-extraordinary-team-culture\/\">how to build a positive work culture for remote teams<\/a> and <a href=\"https:\/\/recooty.com\/blog\/employee-engagement-surveys-all-you-need-to-know\/\">employee engagement surveys: all you need to know<\/a>. Use the <a href=\"https:\/\/recooty.com\/blog\/employee-value-proposition-a-complete-guide\/\">employee value proposition guide<\/a> when you need to align the internal employee experience with the promise made to candidates.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-c9207ff e-con-full tab_blog e-flex e-con e-parent\" data-id=\"c9207ff\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-084b6c2 elementor-widget elementor-widget-heading\" data-id=\"084b6c2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Christoph Seitz (Co-Owner, CFR Rinkens)<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2acb66f elementor-widget elementor-widget-text-editor\" data-id=\"2acb66f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><img fetchpriority=\"high\" decoding=\"async\" width=\"450\" height=\"450\" src=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/christoph-5-2.jpeg\" alt=\"\" srcset=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/christoph-5-2.jpeg 450w, https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/christoph-5-2-300x300.jpeg 300w, https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/christoph-5-2-150x150.jpeg 150w\" sizes=\"(max-width: 450px) 100vw, 450px\" title=\"\"><\/p>\n<p>We focus on improving company culture in a number of ways, and we are always trying to improve our employee\u2019s work environment. One of the best things we\u2019ve done is to create a new position called the \u201cDirector of Happiness\u201d. The main goal of this position is to increase engagement from employees and to enhance our company\u2019s culture. We focus on identifying the core values we want our company to align with. We also support transparency and display recognition for reaching goals on a large screen that is in the center of our office for everyone to see. In addition, we celebrate birthdays with catered lunches and hand out team member of the month awards with a value of $500. Also, we set up a monthly meeting where we recognize the success of each section of the company, which is followed by free lunch and games. We\u2019re positive that this leads to happy employees and better company culture.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-3549d5c e-con-full tab_blog e-flex e-con e-parent\" data-id=\"3549d5c\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-36a045e elementor-widget elementor-widget-heading\" data-id=\"36a045e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Jack Wight (CEO &amp; Owner, Buyback Boss)<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ceaef55 elementor-widget elementor-widget-text-editor\" data-id=\"ceaef55\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><img decoding=\"async\" width=\"450\" height=\"450\" src=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Jack-2.jpeg\" alt=\"\" srcset=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Jack-2.jpeg 450w, https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Jack-2-300x300.jpeg 300w, https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Jack-2-150x150.jpeg 150w\" sizes=\"(max-width: 450px) 100vw, 450px\" title=\"\"><\/p>\n<p>One of the most important things we use in our management structure is mandatory one on one meetings between each direct report and their manager. These meetings are used to check-in on every team member, and make sure they are happy. While these meetings are also used to provide updates, the primary purpose of them is to foster positive relationships between every team member and their direct manager. Once we implemented these meetings, it had a dramatic positive effect on our team\u2019s culture as a whole.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-c5c4517 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"c5c4517\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-9ba8877 elementor-widget elementor-widget-heading\" data-id=\"9ba8877\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Ruben Navarrete (Founder &amp; CEO, EmpowerPoints)<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b89de4e elementor-widget elementor-widget-text-editor\" data-id=\"b89de4e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><img decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Ruben-2.jpeg\" alt=\"\" srcset=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Ruben-2.jpeg 500w, https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Ruben-2-300x300.jpeg 300w, https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Ruben-2-150x150.jpeg 150w\" sizes=\"(max-width: 500px) 100vw, 500px\" title=\"\"><\/p>\n<p>Building a positive company culture isn\u2019t always about acknowledging the positive aspects of any given culture. Team-building outings, gift cards, parties, and free food often miss the mark in subtle ways. We have learned as we have worked with dozens of companies, that how a company handles hardship, struggle, disappointment, and grief are where the deeper connections with employees are found.\u00a0If a co-worker loses a loved one and the company and co-workers respond in a loving and caring way, this will be remembered more and have a deeper impact. If the business suffers a setback and offers the employees a way to sacrifice to recover, this will do more to build a positive culture than a team-building outing. Rewards, recognition and team building are important, but acknowledging the disappointments and unexpected setbacks of the human experience are equally important.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-919fe7b e-con-full tab_blog e-flex e-con e-parent\" data-id=\"919fe7b\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-f327e0f elementor-widget elementor-widget-heading\" data-id=\"f327e0f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Huib Maat (Sales &amp; Marketing Manager, in-House Perfumer, Pairfum)<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-41fbcfb elementor-widget elementor-widget-text-editor\" data-id=\"41fbcfb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/huib-2.jpeg\" alt=\"\" srcset=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/huib-2.jpeg 500w, https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/huib-2-300x300.jpeg 300w, https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/huib-2-150x150.jpeg 150w\" sizes=\"(max-width: 500px) 100vw, 500px\" title=\"\"><\/p>\n<p>We have found that Creativity only flourishes in a culture that encourages \u2018trial &amp; error\u2019, where people are happy to propose something new without fear of criticism and where a positive culture of \u2018can do\u2019 pervades everywhere. One of the most effective ways to eliminate \u2018thoughtless criticism\u2019 is that we have banned the word \u201cbut\u201d from our company. This simple rule forces everybody to think much harder about their responses and we have found since that our team is much more willing to put crazy ideas on the table.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-ead4cf1 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"ead4cf1\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-8ab4c54 elementor-widget elementor-widget-heading\" data-id=\"8ab4c54\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Vivek Kumar (Founder &amp; CEO, Qlicket)<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-24ae5dd elementor-widget elementor-widget-text-editor\" data-id=\"24ae5dd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"500\" src=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Vivek-2.jpeg\" alt=\"\" srcset=\"https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Vivek-2.jpeg 500w, https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Vivek-2-300x300.jpeg 300w, https:\/\/recooty.com\/blog\/wp-content\/uploads\/2019\/08\/Vivek-2-150x150.jpeg 150w\" sizes=\"(max-width: 500px) 100vw, 500px\" title=\"\"><\/p>\n<p>The beginning, middle, and end of building a positive company culture is employee feedback. This applies for our customers, who come to us with a desire to boost retention by giving employees a voice, and for our own enterprise, which always functions best when our employees are heard. The positive ramifications of listening to employees extend far beyond simply understanding workers\u2019 pain points and addressing them. Research has repeatedly proven that building feedback systems into a company\u2019s functions result in a \u201cpositive feedback culture,\u201d in which employees seek constructive criticism about their work. As we have learned, employee feedback is important for all businesses\u2014whether they are blue-collar warehouses or white-collar startups.<\/p>\n<p>Hope this helps\u00a0<img decoding=\"async\" role=\"img\" draggable=\"false\" src=\"https:\/\/s.w.org\/images\/core\/emoji\/14.0.0\/svg\/1f642.svg\" alt=\"\ud83d\ude42\" title=\"\"><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a1f3d59 elementor-widget elementor-widget-heading\" data-id=\"a1f3d59\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Frequently Asked Questions<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d373309 elementor-widget elementor-widget-accordion\" data-id=\"d373309\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"accordion.default\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<h4 id=\"elementor-tab-title-2211\" class=\"elementor-tab-title\" data-tab=\"1\" role=\"button\" aria-controls=\"elementor-tab-content-2211\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><svg class=\"e-font-icon-svg e-fas-plus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg class=\"e-font-icon-svg e-fas-minus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">What is the fastest way to improve company culture?<\/a>\n\t\t\t\t\t<\/h4>\n\t\t\t\t\t<div id=\"elementor-tab-content-2211\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"1\" role=\"region\" aria-labelledby=\"elementor-tab-title-2211\"><p>Choose one visible behavior, such as closing the loop on feedback, and make it part of a weekly manager routine. Measure whether the behavior occurs and whether employees notice a difference before launching a wider culture program.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<h4 id=\"elementor-tab-title-2212\" class=\"elementor-tab-title\" data-tab=\"2\" role=\"button\" aria-controls=\"elementor-tab-content-2212\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><svg class=\"e-font-icon-svg e-fas-plus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg class=\"e-font-icon-svg e-fas-minus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">How do you build a positive workplace culture with a small budget?<\/a>\n\t\t\t\t\t<\/h4>\n\t\t\t\t\t<div id=\"elementor-tab-content-2212\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"2\" role=\"region\" aria-labelledby=\"elementor-tab-title-2212\"><p>Prioritize clarity, fair decisions, regular one-to-ones, specific recognition and a dependable feedback channel. These practices usually require manager time and discipline more than expensive benefits.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<h4 id=\"elementor-tab-title-2213\" class=\"elementor-tab-title\" data-tab=\"3\" role=\"button\" aria-controls=\"elementor-tab-content-2213\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><svg class=\"e-font-icon-svg e-fas-plus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg class=\"e-font-icon-svg e-fas-minus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">How can HR measure company culture?<\/a>\n\t\t\t\t\t<\/h4>\n\t\t\t\t\t<div id=\"elementor-tab-content-2213\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"3\" role=\"region\" aria-labelledby=\"elementor-tab-title-2213\"><p>Combine pulse questions about role clarity, trust, voice and belonging with operational evidence such as regrettable turnover, early attrition, absence, promotion patterns, feedback closure and conduct escalations. Never treat a single engagement score as the culture itself.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<h4 id=\"elementor-tab-title-2214\" class=\"elementor-tab-title\" data-tab=\"4\" role=\"button\" aria-controls=\"elementor-tab-content-2214\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><svg class=\"e-font-icon-svg e-fas-plus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg class=\"e-font-icon-svg e-fas-minus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">What is psychological safety at work?<\/a>\n\t\t\t\t\t<\/h4>\n\t\t\t\t\t<div id=\"elementor-tab-content-2214\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"4\" role=\"region\" aria-labelledby=\"elementor-tab-title-2214\"><p>Psychological safety is the expectation that a person can ask a question, admit an error or raise a concern without being punished or ridiculed. It does not remove accountability. It makes it safer to surface problems early and learn from them.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<h4 id=\"elementor-tab-title-2215\" class=\"elementor-tab-title\" data-tab=\"5\" role=\"button\" aria-controls=\"elementor-tab-content-2215\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><svg class=\"e-font-icon-svg e-fas-plus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg class=\"e-font-icon-svg e-fas-minus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">How does hiring affect company culture?<\/a>\n\t\t\t\t\t<\/h4>\n\t\t\t\t\t<div id=\"elementor-tab-content-2215\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"5\" role=\"region\" aria-labelledby=\"elementor-tab-title-2215\"><p>Hiring affects culture through the behaviors an organization selects, rewards and normalizes. Use structured questions and a consistent scorecard for collaboration, judgment, inclusion and accountability instead of making vague \u201cculture fit\u201d decisions.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<h4 id=\"elementor-tab-title-2216\" class=\"elementor-tab-title\" data-tab=\"6\" role=\"button\" aria-controls=\"elementor-tab-content-2216\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><svg class=\"e-font-icon-svg e-fas-plus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H272V64c0-17.67-14.33-32-32-32h-32c-17.67 0-32 14.33-32 32v144H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h144v144c0 17.67 14.33 32 32 32h32c17.67 0 32-14.33 32-32V304h144c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg class=\"e-font-icon-svg e-fas-minus\" viewBox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M416 208H32c-17.67 0-32 14.33-32 32v32c0 17.67 14.33 32 32 32h384c17.67 0 32-14.33 32-32v-32c0-17.67-14.33-32-32-32z\"><\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">How can remote and hybrid teams build company culture?<\/a>\n\t\t\t\t\t<\/h4>\n\t\t\t\t\t<div id=\"elementor-tab-content-2216\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"6\" role=\"region\" aria-labelledby=\"elementor-tab-title-2216\"><p>Agree on communication norms, document decisions, create inclusive meeting routines, schedule meaningful one-to-ones and make recognition visible across locations. Connection should be designed into work rather than left to informal office contact.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-5dde8020 e-con-full case_right_sticky e-flex e-con e-child\" data-id=\"5dde8020\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div class=\"elementor-element elementor-element-2883c4e4 card e-flex e-con-boxed e-con e-child\" data-id=\"2883c4e4\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5bde8b10 elementor-widget elementor-widget-heading\" data-id=\"5bde8b10\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Jump To Section<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7c1006e7 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Therefore, a company\u2019s influence on culture is only as strong as its influence on behavior. So how does a company help build a positive company culture? We\u2019ve had a chat with the industry experts with over 5 years of experience to help you build a positive company [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":28571,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[59,3910],"tags":[389,390,391,392,393,296,394,253,107,395,117,254,158],"class_list":["post-1272","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recooty-articles","category-hr-tutorials-and-tips","tag-ceo","tag-ceo-advice","tag-culture-advice","tag-expert-advice","tag-founder-advice","tag-hr-tips","tag-positive-environment","tag-startup-culture","tag-startup-hiring","tag-team-bonding","tag-team-building","tag-team-culture","tag-workplace-culture"],"acf":[],"_links":{"self":[{"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/posts\/1272","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/comments?post=1272"}],"version-history":[{"count":13,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/posts\/1272\/revisions"}],"predecessor-version":[{"id":42922,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/posts\/1272\/revisions\/42922"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/media\/28571"}],"wp:attachment":[{"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/media?parent=1272"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/categories?post=1272"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/tags?post=1272"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}