{"id":156,"date":"2018-07-21T07:49:48","date_gmt":"2018-07-21T07:49:48","guid":{"rendered":"https:\/\/recooty.com\/blog\/?p=156"},"modified":"2026-10-20T18:16:07","modified_gmt":"2026-10-20T12:46:07","slug":"5-ways-to-build-an-extraordinary-team-culture","status":"publish","type":"post","link":"https:\/\/recooty.com\/blog\/5-ways-to-build-an-extraordinary-team-culture\/","title":{"rendered":"How to Build a Strong Team Culture: 10 Ways for 2026"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"156\" class=\"elementor elementor-156\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5e1e527d single_inner_blog e-flex e-con-boxed e-con e-parent\" data-id=\"5e1e527d\" 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-4e1346da e-con-full case_left_sticky e-flex e-con e-child\" data-id=\"4e1346da\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-4bfb473f elementor-widget elementor-widget-shortcode\" data-id=\"4bfb473f\" 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\/5-ways-to-build-an-extraordinary-team-culture\/\" 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+Strong+Team+Culture%3A+10+Ways+for+2026%20https%3A%2F%2Frecooty.com%2Fblog%2F5-ways-to-build-an-extraordinary-team-culture%2F&#038;image=https%3A%2F%2Frecooty.com%2Fblog%2Fwp-content%2Fuploads%2F2018%2F07%2Fpexels-photo-1246953-ccccc-2-2.jpeg\" 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\/5-ways-to-build-an-extraordinary-team-culture\/')\" 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            \/\/ Create a temporary input element\n            var tempInput = document.createElement(\"input\");\n\n            \/\/ Set the input value to the provided text\n            tempInput.value = text;\n\n            \/\/ Append the input element to the body\n            document.body.appendChild(tempInput);\n\n            \/\/ Select the input text\n            tempInput.select();\n\n            \/\/ Execute the copy command\n            document.execCommand(\"copy\");\n\n            \/\/ Remove the temporary input element\n            document.body.removeChild(tempInput);\n\n            \/\/ Optionally, provide visual feedback to the user (e.g., alert or notification)\n            alert(\"Link copied to clipboard!\");\n        }\n        <\/script>\n    <\/div>\n<\/div>\n\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-7c0893cf e-con-full case_middle e-flex e-con e-child\" data-id=\"7c0893cf\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div class=\"elementor-element elementor-element-73ee8fb e-con-full e-flex e-con e-parent\" data-id=\"73ee8fb\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0c28f5d elementor-widget elementor-widget-text-editor\" data-id=\"0c28f5d\" 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>Team culture is built through the choices people experience every day: how work is assigned, how managers respond to concerns, who receives recognition, and whether promises are kept. A values statement only matters when those choices support it.<\/p>\n<p>This guide explains ten practical habits that make culture visible in the work itself, from clear goals and fair decisions to useful feedback, manageable workloads, and accountability.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0121691 elementor-widget elementor-widget-shortcode\" data-id=\"0121691\" 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 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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    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<ul><\/ul><\/div>\n<form action=\"\/blog\/wp-json\/wp\/v2\/posts\/156#wpcf7-f21794-o1\" method=\"post\" class=\"wpcf7-form init\" aria-label=\"Contact form\" novalidate=\"novalidate\" data-status=\"init\">\n<fieldset 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-8931c39 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"8931c39\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-c7a460d elementor-widget elementor-widget-heading\" data-id=\"c7a460d\" 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-d8c2ab3 elementor-widget elementor-widget-text-editor\" data-id=\"d8c2ab3\" 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 strong team culture is built through repeatable management habits, not a values statement alone.<\/li>\n<li>Give people clear goals, decision rights, useful feedback, and a safe way to raise concerns.<\/li>\n<li>Measure culture with employee experience and operating signals, then publish what leaders will change.<\/li>\n<li>Protect hybrid and remote employees from decisions that happen only in informal conversations.<\/li>\n<li>Hold managers accountable for the team experience they create, including recognition, workload, learning, and inclusion.<\/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-a40cba1 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"a40cba1\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e15fcc0 elementor-widget elementor-widget-heading\" data-id=\"e15fcc0\" 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\">What is team culture?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3701c0b elementor-widget elementor-widget-text-editor\" data-id=\"3701c0b\" 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>Team culture is the shared set of behaviors, expectations, and working norms that guide how a team communicates, decides, handles conflict, and completes work. It sits inside the wider company culture but can differ meaningfully between managers and functions.<\/p>\n<p>Gallup&#8217;s State of the Global Workplace 2026 reports that 20% of employees globally are engaged, 64% are not engaged, and 16% are actively disengaged. (<a href=\"https:\/\/www.gallup.com\/workplace\/697904\/state-of-the-global-workplace-global-data.aspx\" rel=\"nofollow noopener\" target=\"_blank\">Gallup<\/a>) Culture is not the only cause, but those figures make consistent management practices worth measuring.<\/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-e2c36b9 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"e2c36b9\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-ee7fcdc elementor-widget elementor-widget-heading\" data-id=\"ee7fcdc\" 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\">Which resources help teams succeed?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c0356be elementor-widget elementor-widget-text-editor\" data-id=\"c0356be\" 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>Teams need clear information, suitable tools, realistic capacity, relevant skills, and access to support. A new collaboration platform cannot repair an unclear process, so define the work before buying another tool.<\/p>\n<p>For distributed teams, provide secure equipment, accessible documents, searchable decisions, and clear support routes. Recooty&#8217;s list of <a href=\"https:\/\/recooty.com\/blog\/a-complete-list-of-must-have-tools-for-remote-teams\/\">remote-team tools<\/a> can help teams compare collaboration needs.<\/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-903be69 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"903be69\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-2629192 elementor-widget elementor-widget-heading\" data-id=\"2629192\" 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 should teams set challenging goals?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-281359f elementor-widget elementor-widget-text-editor\" data-id=\"281359f\" 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>Teams should set goals that require meaningful effort while remaining possible with available time, skills, and authority. A goal needs a measurable result, one accountable owner, a deadline, and a known review cadence.<\/p>\n<p>Managers should explain why the outcome matters and which trade-offs are acceptable. Clear goals reduce unnecessary conflict because employees can test priorities against the same standard.<\/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-dd89d56 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"dd89d56\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-ad98c5d elementor-widget elementor-widget-heading\" data-id=\"ad98c5d\" 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 do informal relationships support culture?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fc7032b elementor-widget elementor-widget-text-editor\" data-id=\"fc7032b\" 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>Informal relationships help colleagues ask questions, share context, and recover from misunderstandings. Create optional spaces for connection without making social participation a hidden condition for access or promotion.<\/p>\n<p>Hybrid teams need deliberate inclusion. Important decisions should move from hallway conversations into shared records so remote colleagues have equal access. Recooty&#8217;s <a href=\"https:\/\/recooty.com\/blog\/7-awesome-tips-to-manage-your-remote-team\/\">remote-team management guide<\/a> provides practical communication norms.<\/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-8dc63f5 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"8dc63f5\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-9cce41e elementor-widget elementor-widget-heading\" data-id=\"9cce41e\" 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 can managers create ownership?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7283ae0 elementor-widget elementor-widget-text-editor\" data-id=\"7283ae0\" 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>Managers create ownership by clarifying the result and boundaries, then giving employees authority over the method. Accountability fails when a person owns an outcome but lacks the information, budget, access, or decision rights needed to deliver it.<\/p>\n<p>Use regular check-ins to remove blockers rather than retake control. Recooty&#8217;s article on <a href=\"https:\/\/recooty.com\/blog\/5-tips-to-build-great-teams\/\">building great teams<\/a> explains how roles and shared goals support reliable execution.<\/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-530d75d e-con-full tab_blog e-flex e-con e-parent\" data-id=\"530d75d\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-f3f690b elementor-widget elementor-widget-heading\" data-id=\"f3f690b\" 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 should a team put people first?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7fabc41 elementor-widget elementor-widget-text-editor\" data-id=\"7fabc41\" 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>Putting people first means designing work that employees can sustain while maintaining clear performance standards. Managers should discuss workload, growth, recognition, psychological safety, and access to flexibility through normal operating routines.<\/p>\n<p>The World Economic Forum expects 39% of workers&#8217; core skills to change by 2030. Learning should therefore be part of paid work and connected to real assignments, not treated as an optional benefit. (<a href=\"https:\/\/www.weforum.org\/stories\/2025\/01\/future-of-jobs-report-2025-whats-shaping-the-future-of-the-global-workforce\/\" rel=\"nofollow noopener\" target=\"_blank\">World Economic Forum<\/a>)<\/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-9e992ba e-con-full tab_blog e-flex e-con e-parent\" data-id=\"9e992ba\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0cda868 elementor-widget elementor-widget-heading\" data-id=\"0cda868\" 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 should teams create working agreements?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0e63c6b elementor-widget elementor-widget-text-editor\" data-id=\"0e63c6b\" 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>Working agreements turn broad values into daily behavior. Ask the team to define how it communicates, makes decisions, shares information, handles urgency, gives feedback, and protects focused work.<\/p>\n<p>Keep the agreement visible and short enough to use. Review it when the team changes, a conflict exposes an unclear rule, or the current routine stops supporting the work.<\/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-5510402 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"5510402\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-3892cc5 elementor-widget elementor-widget-heading\" data-id=\"3892cc5\" 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 can teams make disagreement safe?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1ee7e29 elementor-widget elementor-widget-text-editor\" data-id=\"1ee7e29\" 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>Teams need a way to challenge an idea without attacking the person who proposed it. Leaders set the tone by asking for risks, thanking people who raise problems early, and explaining how dissent affected the decision.<\/p>\n<p>Separate debate from the final commitment. People can disagree during review, then support the chosen plan while keeping a clear route for reporting new evidence or harm.<\/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-b012143 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"b012143\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-bd54be6 elementor-widget elementor-widget-heading\" data-id=\"bd54be6\" 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\">What makes recognition fair?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-489ea1d elementor-widget elementor-widget-text-editor\" data-id=\"489ea1d\" 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>Fair recognition uses visible criteria and credits the people who contributed, including less public work such as documentation, mentoring, quality checks, and problem prevention. Ask employees whether they prefer public or private praise.<\/p>\n<p>Recognition cannot replace pay, promotion, or manageable workloads. Review who receives bonuses, development, and high-profile assignments so appreciation does not hide unequal opportunity.<\/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-6f4d409 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"6f4d409\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-c1ebdb8 elementor-widget elementor-widget-heading\" data-id=\"c1ebdb8\" 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 can learning become part of team culture?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f3e34ff elementor-widget elementor-widget-text-editor\" data-id=\"f3e34ff\" 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>Learning becomes part of culture when people have paid time to practise, share knowledge, test a new method, and discuss what did not work. Connect each learning goal to a real assignment and a review date.<\/p>\n<p>Short retrospectives help the team turn experience into a reusable lesson. Record the change in a searchable place so the insight survives beyond the people in the meeting.<\/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-8bca39f e-con-full tab_blog e-flex e-con e-parent\" data-id=\"8bca39f\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-a486ad3 elementor-widget elementor-widget-heading\" data-id=\"a486ad3\" 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 should leaders be held accountable for culture?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d653626 elementor-widget elementor-widget-text-editor\" data-id=\"d653626\" 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>Leaders should be assessed on how they set expectations, distribute work, respond to concerns, develop people, and apply standards. Combine team feedback with observable outcomes rather than relying on a leader&#8217;s self-description.<\/p>\n<p>Publish the actions that follow surveys or reviews and assign an owner. Employees lose trust when a company asks for honest feedback but never explains what it will change or why a request cannot be met.<\/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-9dda56f e-con-full tab_blog e-flex e-con e-parent\" data-id=\"9dda56f\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-dc4f6ee elementor-widget elementor-widget-heading\" data-id=\"dc4f6ee\" 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 can companies measure team culture?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fe8ae66 elementor-widget elementor-widget-text-editor\" data-id=\"fe8ae66\" 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>Companies can combine employee feedback with operational outcomes:<\/p>\n<ul>\n<li>Engagement and psychological safety<\/li>\n<li>Voluntary turnover and internal mobility<\/li>\n<li>Recognition and development access<\/li>\n<li>Workload, absence, and missed commitments<\/li>\n<li>Decision speed and conflict resolution<\/li>\n<li>Representation across hiring and promotion stages<\/li>\n<\/ul>\n<p>Use an <a href=\"https:\/\/recooty.com\/blog\/employee-engagement-surveys-all-you-need-to-know\/\">employee engagement survey<\/a> to find themes, then publish the actions leaders will take. Repeated surveys without visible action can reduce trust.<\/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-ef68c00 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"ef68c00\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-b787841 elementor-widget elementor-widget-heading\" data-id=\"b787841\" 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 should AI fit into team culture?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d62d459 elementor-widget elementor-widget-text-editor\" data-id=\"d62d459\" 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>Teams should agree where AI can assist, which data cannot be entered, how outputs will be checked, and who owns the final work. Employees should receive training before AI use becomes a performance expectation.<\/p>\n<p>AI policy also needs attribution rules. A healthy culture gives credit for human judgment and does not hide errors behind a tool.<\/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-fe2b423 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"fe2b423\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6d09dad elementor-widget elementor-widget-heading\" data-id=\"6d09dad\" 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\">What does current engagement research say about team culture?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a1cff6a elementor-widget elementor-widget-text-editor\" data-id=\"a1cff6a\" 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>Gallup&#8217;s 2026 workplace research reports that global employee engagement fell to 20% in 2026. It also reports that manager engagement declined from 31% in 2026 to 22% in 2026, while manager effectiveness accounts for about 70% of the variance in team engagement. The practical implication is clear: company-wide culture campaigns cannot compensate for managers who lack the time, training, or authority to lead well. (<a href=\"https:\/\/www.gallup.com\/workplace\/349484\/leadership.aspx\" rel=\"nofollow noopener\" target=\"_blank\">Gallup, State of the Global Workplace 2026<\/a>)<\/p>\n<p>My view is that a culture review should ask what employees experience in the last seven days, not what the company says it believes. That means checking a recent decision, one workload allocation, one recognition example, and one response to employee feedback. Small evidence points are easier to act on than a vague culture score.<\/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-9de6425 e-con-full tab_blog e-flex e-con e-parent\" data-id=\"9de6425\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-bfe26f2 elementor-widget elementor-widget-heading\" data-id=\"bfe26f2\" 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 can you audit team culture in 30 days?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3dc87ca elementor-widget elementor-widget-text-editor\" data-id=\"3dc87ca\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<table>\n<thead>\n<tr>\n<th>Week<\/th>\n<th>Evidence to review<\/th>\n<th>Action to take<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>1<\/td>\n<td>Team goals, working agreements, meeting routines, and decision records<\/td>\n<td>Identify unclear expectations and undocumented decisions<\/td>\n<\/tr>\n<tr>\n<td>2<\/td>\n<td>Workload, recognition, development access, and time spent on urgent work<\/td>\n<td>Check whether opportunity and pressure are distributed fairly<\/td>\n<\/tr>\n<tr>\n<td>3<\/td>\n<td>Anonymous feedback plus examples of concerns raised and resolved<\/td>\n<td>Look for silence, repeated issues, or retaliation risk<\/td>\n<\/tr>\n<tr>\n<td>4<\/td>\n<td>One team-level outcome such as missed commitments, turnover, or internal movement<\/td>\n<td>Choose one owner, one change, and one review date<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>Use an <a href=\"https:\/\/recooty.com\/blog\/employee-engagement-surveys-all-you-need-to-know\/\">employee engagement survey<\/a> to collect patterns, but pair survey results with conversations and observable decisions. A survey can show that trust is low. It cannot, by itself, tell you which manager behavior or process needs to change.<\/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-b3bf0fb e-con-full tab_blog e-flex e-con e-parent\" data-id=\"b3bf0fb\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-a923253 elementor-widget elementor-widget-heading\" data-id=\"a923253\" 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\">Team culture in 2026: measure behaviors, not slogans<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-18892ed elementor-widget elementor-widget-text-editor\" data-id=\"18892ed\" 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>Values, belonging activities, and engagement surveys can start a useful culture conversation. A small evidence loop makes that conversation practical by connecting culture with everyday work. Gallup reports that managers account for about 70% of the variance in team engagement, so a culture review should examine manager actions, team conditions, and outcomes together (<a href=\"https:\/\/www.gallup.com\/workplace\/712895\/leaders-improve-employee-engagement-company-culture.aspx\" rel=\"nofollow noopener\" target=\"_blank\">Gallup manager and engagement research<\/a>).<\/p>\n<table>\n<thead>\n<tr>\n<th>Culture claim<\/th>\n<th>Observable check<\/th>\n<th>Outcome signal<\/th>\n<th>Owner<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>\u201cWe value openness.\u201d<\/td>\n<td>Did people raise a risk, and did leaders respond without retaliation?<\/td>\n<td>Risks raised early and time to resolution<\/td>\n<td>Manager and team lead<\/td>\n<\/tr>\n<tr>\n<td>\u201cWe support flexibility.\u201d<\/td>\n<td>Can people use agreed flexibility without losing access to information or high-visibility work?<\/td>\n<td>Delivery, workload, and opportunity access<\/td>\n<td>Manager and HR<\/td>\n<\/tr>\n<tr>\n<td>\u201cWe develop people.\u201d<\/td>\n<td>Did employees receive paid practice, feedback, and a real assignment?<\/td>\n<td>Skill evidence and internal movement<\/td>\n<td>Manager and learning owner<\/td>\n<\/tr>\n<tr>\n<td>\u201cWe recognize contribution.\u201d<\/td>\n<td>Are invisible contributions such as mentoring, documentation, and prevention credited?<\/td>\n<td>Recognition distribution and retention themes<\/td>\n<td>Manager and people team<\/td>\n<\/tr>\n<tr>\n<td>\u201cWe are inclusive.\u201d<\/td>\n<td>Who speaks, decides, receives credit, and gets stretch work?<\/td>\n<td>Participation, promotion, and assignment patterns<\/td>\n<td>Leadership and HR<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>Review four recent examples instead of asking only whether employees agree with a slogan: one decision, one workload allocation, one recognition event, and one response to feedback. This creates a more actionable starting point for the 30-day audit already described below.<\/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-c2e793e e-con-full tab_blog e-flex e-con e-parent\" data-id=\"c2e793e\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-a97f61c elementor-widget elementor-widget-heading\" data-id=\"a97f61c\" 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\">Put team culture into daily practice<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3fb7e84 elementor-widget elementor-widget-text-editor\" data-id=\"3fb7e84\" 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>Choose one condition that is shaping the team experience, such as unclear ownership, uneven recognition, or repeated overload. Agree on a practical change, name an owner, and review what employees experience after it has had time to work.<\/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-aa0c3a5 elementor-widget elementor-widget-heading\" data-id=\"aa0c3a5\" 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-cfa7998 FAQ_job elementor-widget elementor-widget-accordion\" data-id=\"cfa7998\" 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<div id=\"elementor-tab-title-2171\" class=\"elementor-tab-title\" data-tab=\"1\" role=\"button\" aria-controls=\"elementor-tab-content-2171\" 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-right\" 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 xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20.971\" height=\"20.97\" viewBox=\"0 0 20.971 20.97\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(1107.208 -2833.498) rotate(45)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"14.828\" height=\"14.829\" viewBox=\"0 0 14.828 14.829\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(-1228.086 -2779.086)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/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 a strong team culture?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2171\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"1\" role=\"region\" aria-labelledby=\"elementor-tab-title-2171\"><p>A strong team culture has clear expectations, fair standards, trusted relationships, shared goals, useful feedback, and reliable support for doing the work.<\/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<div id=\"elementor-tab-title-2172\" class=\"elementor-tab-title\" data-tab=\"2\" role=\"button\" aria-controls=\"elementor-tab-content-2172\" 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-right\" 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 xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20.971\" height=\"20.97\" viewBox=\"0 0 20.971 20.97\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(1107.208 -2833.498) rotate(45)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"14.828\" height=\"14.829\" viewBox=\"0 0 14.828 14.829\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(-1228.086 -2779.086)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/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 long does team culture take to build?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2172\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"2\" role=\"region\" aria-labelledby=\"elementor-tab-title-2172\"><p>Culture changes through repeated decisions and behaviors. Teams may notice early improvement within weeks, while trust and durable habits require consistent action over months.<\/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<div id=\"elementor-tab-title-2173\" class=\"elementor-tab-title\" data-tab=\"3\" role=\"button\" aria-controls=\"elementor-tab-content-2173\" 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-right\" 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 xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20.971\" height=\"20.97\" viewBox=\"0 0 20.971 20.97\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(1107.208 -2833.498) rotate(45)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"14.828\" height=\"14.829\" viewBox=\"0 0 14.828 14.829\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(-1228.086 -2779.086)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/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\">Can remote teams build a strong culture?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2173\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"3\" role=\"region\" aria-labelledby=\"elementor-tab-title-2173\"><p>Yes. Remote teams can build strong culture through documented decisions, predictable communication, fair visibility, accessible tools, and intentional relationship-building.<\/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<div id=\"elementor-tab-title-2174\" class=\"elementor-tab-title\" data-tab=\"4\" role=\"button\" aria-controls=\"elementor-tab-content-2174\" 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-right\" 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 xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20.971\" height=\"20.97\" viewBox=\"0 0 20.971 20.97\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(1107.208 -2833.498) rotate(45)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"14.828\" height=\"14.829\" viewBox=\"0 0 14.828 14.829\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(-1228.086 -2779.086)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/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 managers damage team culture?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2174\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"4\" role=\"region\" aria-labelledby=\"elementor-tab-title-2174\"><p>Managers damage culture through inconsistent standards, hidden decisions, favoritism, unresolved harmful behavior, excessive workload, and promises without follow-through.<\/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<div id=\"elementor-tab-title-2175\" class=\"elementor-tab-title\" data-tab=\"5\" role=\"button\" aria-controls=\"elementor-tab-content-2175\" 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-right\" 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 xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20.971\" height=\"20.97\" viewBox=\"0 0 20.971 20.97\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(1107.208 -2833.498) rotate(45)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"14.828\" height=\"14.829\" viewBox=\"0 0 14.828 14.829\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(-1228.086 -2779.086)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/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 should a team culture survey ask?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2175\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"5\" role=\"region\" aria-labelledby=\"elementor-tab-title-2175\"><p>Ask whether employees understand expectations, can raise concerns, receive useful feedback, have manageable workloads, trust decisions, and can access development fairly.<\/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<div id=\"elementor-tab-title-2176\" class=\"elementor-tab-title\" data-tab=\"6\" role=\"button\" aria-controls=\"elementor-tab-content-2176\" 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-right\" 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 xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20.971\" height=\"20.97\" viewBox=\"0 0 20.971 20.97\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(1107.208 -2833.498) rotate(45)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"14.828\" height=\"14.829\" viewBox=\"0 0 14.828 14.829\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(-1228.086 -2779.086)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/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 recognition affect culture?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2176\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"6\" role=\"region\" aria-labelledby=\"elementor-tab-title-2176\"><p>Specific and fair recognition shows which behaviors the team values. Recognition loses credibility when it rewards visibility while overlooking less visible contributions.<\/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<div id=\"elementor-tab-title-2177\" class=\"elementor-tab-title\" data-tab=\"7\" role=\"button\" aria-controls=\"elementor-tab-content-2177\" 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-right\" 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 xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20.971\" height=\"20.97\" viewBox=\"0 0 20.971 20.97\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(1107.208 -2833.498) rotate(45)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"14.828\" height=\"14.829\" viewBox=\"0 0 14.828 14.829\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(-1228.086 -2779.086)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/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 are the signs of a toxic team culture?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2177\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"7\" role=\"region\" aria-labelledby=\"elementor-tab-title-2177\"><p>Common warning signs include inconsistent standards, fear of raising problems, repeated unresolved conflict, hidden decision-making, favoritism, excessive workload, and recognition that follows visibility rather than contribution. Treat the pattern as a management and process issue, not as a label for individual employees.<\/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<div id=\"elementor-tab-title-2178\" class=\"elementor-tab-title\" data-tab=\"8\" role=\"button\" aria-controls=\"elementor-tab-content-2178\" 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-right\" 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 xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20.971\" height=\"20.97\" viewBox=\"0 0 20.971 20.97\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(1107.208 -2833.498) rotate(45)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"14.828\" height=\"14.829\" viewBox=\"0 0 14.828 14.829\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(-1228.086 -2779.086)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/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 managers improve team culture quickly?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2178\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"8\" role=\"region\" aria-labelledby=\"elementor-tab-title-2178\"><p>Start by clarifying priorities, holding predictable one-to-one conversations, documenting decisions, removing a visible blocker, and following up on one piece of employee feedback. Recooty&#8217;s guide to <a href=\"https:\/\/recooty.com\/blog\/5-mistakes-that-managers-make-while-giving-feedback\/\">giving better feedback<\/a> can help managers make the follow-up specific and useful.<\/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<div id=\"elementor-tab-title-2179\" class=\"elementor-tab-title\" data-tab=\"9\" role=\"button\" aria-controls=\"elementor-tab-content-2179\" 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-right\" 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 xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20.971\" height=\"20.97\" viewBox=\"0 0 20.971 20.97\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(1107.208 -2833.498) rotate(45)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/svg><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"14.828\" height=\"14.829\" viewBox=\"0 0 14.828 14.829\"><g id=\"Group_68752\" data-name=\"Group 68752\" transform=\"translate(-1228.086 -2779.086)\"><line id=\"Line_1391\" data-name=\"Line 1391\" x2=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><line id=\"Line_1392\" data-name=\"Line 1392\" x1=\"12\" y2=\"12\" transform=\"translate(1229.5 2780.5)\" fill=\"none\" stroke=\"#122239\" stroke-linecap=\"round\" stroke-linejoin=\"round\" stroke-width=\"2\"><\/line><\/g><\/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 measure whether team culture is improving?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2179\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"9\" role=\"region\" aria-labelledby=\"elementor-tab-title-2179\"><p>Track changes in psychological safety, clarity of expectations, manager follow-through, voluntary turnover, internal mobility, workload, recognition access, and missed commitments. Review the measures by team and over time. A company-wide average can hide a serious problem in one manager&#8217;s team.<\/p>\n<hr \/>\n<p><em>Source: <a href=\"https:\/\/recooty.com\/blog\/5-ways-to-build-an-extraordinary-team-culture\/\">https:\/\/recooty.com\/blog\/5-ways-to-build-an-extraordinary-team-culture\/<\/a><\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t<script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"What is a strong team culture?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"<p>A strong team culture has clear expectations, fair standards, trusted relationships, shared goals, useful feedback, and reliable support for doing the work.<\\\/p>\"}},{\"@type\":\"Question\",\"name\":\"How long does team culture take to build?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"<p>Culture changes through repeated decisions and behaviors. 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Recognition loses credibility when it rewards visibility while overlooking less visible contributions.<\\\/p>\"}},{\"@type\":\"Question\",\"name\":\"What are the signs of a toxic team culture?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"<p>Common warning signs include inconsistent standards, fear of raising problems, repeated unresolved conflict, hidden decision-making, favoritism, excessive workload, and recognition that follows visibility rather than contribution. Treat the pattern as a management and process issue, not as a label for individual employees.<\\\/p>\"}},{\"@type\":\"Question\",\"name\":\"How can managers improve team culture quickly?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"<p>Start by clarifying priorities, holding predictable one-to-one conversations, documenting decisions, removing a visible blocker, and following up on one piece of employee feedback. Recooty&#8217;s guide to <a href=\\\"https:\\\/\\\/recooty.com\\\/blog\\\/5-mistakes-that-managers-make-while-giving-feedback\\\/\\\">giving better feedback<\\\/a> can help managers make the follow-up specific and useful.<\\\/p>\"}},{\"@type\":\"Question\",\"name\":\"How do you measure whether team culture is improving?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"<p>Track changes in psychological safety, clarity of expectations, manager follow-through, voluntary turnover, internal mobility, workload, recognition access, and missed commitments. Review the measures by team and over time. A company-wide average can hide a serious problem in one manager&#8217;s team.<\\\/p>\\n<hr \\\/>\\n<p><em>Source: <a href=\\\"https:\\\/\\\/recooty.com\\\/blog\\\/5-ways-to-build-an-extraordinary-team-culture\\\/\\\">https:\\\/\\\/recooty.com\\\/blog\\\/5-ways-to-build-an-extraordinary-team-culture\\\/<\\\/a><\\\/em><\\\/p>\"}}]}<\/script>\n\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-78c160e4 e-con-full case_right_sticky e-flex e-con e-child\" data-id=\"78c160e4\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div class=\"elementor-element elementor-element-56b0d5e9 card e-flex e-con-boxed e-con e-child\" data-id=\"56b0d5e9\" 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-269e3a5d elementor-widget elementor-widget-heading\" data-id=\"269e3a5d\" data-element_type=\"widget\" data-e-type=\"widget\" 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A values statement only matters when those choices support it. This guide explains ten practical habits that make culture visible in the work itself, from clear goals [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":163,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[59,3910,3909],"tags":[250,251,252,253,117,254,158],"class_list":["post-156","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recooty-articles","category-hr-tutorials-and-tips","category-trending-topics","tag-build-team-culture","tag-company-culture","tag-extraordinary-team","tag-startup-culture","tag-team-building","tag-team-culture","tag-workplace-culture"],"acf":[],"_links":{"self":[{"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/posts\/156","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=156"}],"version-history":[{"count":1,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/posts\/156\/revisions"}],"predecessor-version":[{"id":42869,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/posts\/156\/revisions\/42869"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/media\/163"}],"wp:attachment":[{"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/media?parent=156"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/categories?post=156"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/recooty.com\/blog\/wp-json\/wp\/v2\/tags?post=156"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}