How do you approach building a strong company culture, and can you give an example of a practice that has been effective?

Question

Building a strong company culture is an art that requires both precision and insight. This article delves into the strategies that seasoned business leaders use to forge cohesive and vibrant workplace environments. It draws on expert advice to offer actionable steps for fostering a culture of excellence, innovation, and collaboration.

Jessica Munday · Answer

At Custom Neon, building a strong company culture as a business leader is a blend of vision, consistency, and leading by example. I studied HR at university and worked in companies where the People & Culture leaders were respected and considered strategic business partners. So when I started my own business building a positive culture was really important to me.
*Clarifying values and purpose: This is a really important first step. We did this in the early days of Custom Neon. Strong culture is cemented in a sense of purpose and shared values.*Leading by example and recruiting for culture: When recruiting leaders within the business the number one consideration is if they are going to fit within the values of the organization. As leaders, it's important to lead by example, be consistent, accountable, be self-aware and learn from your own mistakes.*Communication & Feedback: Create meeting structures and processes that foster clear communication and encourage feedback. At Custom Neon we have routines that actively feed open communication. We do quarterly check-ins, biweekly 1:1s, and monthly team meetings where we share the previous month's results and discuss what's happening in each department. Where we celebrate wins and learn from our missteps.*Create a Positive work environment: Empower employees with autonomy over their own roles and responsibilities and provide flexibility. We offer flexi-time and hybrid work options for our employees. Team building activities are important too we do a team learning each quarter and also a volunteering day once a year which fosters team bonding.*Encourage diversity and inclusion: A diverse team brings different perspectives, which only strengthens the culture.

Vishal Shah · Answer

Building a strong company culture starts with defining core values and aligning them with the organization's mission, vision, and objectives. It involves creating an environment where employees feel valued, supported, and empowered to contribute to both their personal growth and the company's success. Here's how I approach it:
Define Core Values: The foundation of a strong culture is built on clearly articulated values. These values should reflect the company's ethos and guide decision-making. For example, integrity, innovation, collaboration, and customer-centricity might be some core principles.
Transparent Communication: Open and transparent communication fosters trust and inclusion. I ensure that there are multiple channels where employees can share feedback, ideas, and concerns. Leadership must be approachable and willing to listen.
Lead by Example: Culture is not just about words but actions. Leadership must embody the values they want to see in employees. If leaders demonstrate respect, work ethic, and enthusiasm, employees are more likely to adopt the same behaviors.
Recognize and Reward: Regular recognition of employees' contributions helps reinforce desired behaviors. This could be through formal reward programs, informal shout-outs, or celebrating milestones. This acknowledgment builds morale and encourages others to follow suit.
Professional Development: Encourage continuous learning and provide opportunities for growth. By investing in the development of employees, you not only increase engagement but also ensure that the organization remains competitive in its industry.
Promote Work-Life Balance: A healthy work-life balance is essential for employee satisfaction and productivity. Offering flexibility, mental health support, and understanding work demands can help build loyalty and retention.
Example of an Effective Practice:At WPWeb Infotech, we implemented a "Peer Recognition" program where team members can nominate each other for monthly awards based on teamwork, innovation, or client success. This program not only boosts morale but also helps individuals feel more connected to the company's mission and each other. Recognizing peer achievements fosters a sense of community and reinforces our values of collaboration and appreciation.
A strong culture, when nurtured effectively, leads to increased employee satisfaction, higher retention, and better overall performance.

Max Shak · Answer

Building a strong company culture is at the heart of everything we do at Zapiy.com. For me, it starts with creating an environment where everyone feels valued, heard, and empowered to contribute their unique strengths. One practice that has been particularly effective in fostering this culture is our weekly "open feedback" sessions.
Every week, we dedicate time for team members to openly share feedback—not just about ongoing projects but also about the work environment, leadership, and our company values. It's not just a one-way conversation; it's a two-way street. This practice has created a sense of transparency and trust, and it encourages open communication. I truly believe that when people feel like their opinions matter and that they have a voice, they're more motivated to contribute and show up authentically.
In one instance, an employee expressed concern about our onboarding process not being as smooth as it could be for new hires. Taking this feedback seriously, we revamped our onboarding to include more mentorship, clear milestones, and consistent check-ins with the new hires. The result was improved employee satisfaction and quicker ramp-up times for new team members.
The key takeaway here is that culture is something you build every day, with every interaction. It's about setting a tone of respect, authenticity, and support from the top down. When people feel like they belong and are making an impact, the culture thrives.

Colin Bober · Answer

Building a strong company culture isn't about ping-pong tables and free snacks. It's about shared values and a commitment to excellence. At our firm, we approach it like we approach a case: strategically, diligently, and with a focus on results. Frankly, I started this firm because I was sick of seeing clients dragged through the mud for years, with lawyers lining their pockets while the injured party suffered. That's not how we operate.
Our culture is built on efficiency and client advocacy. We get cases resolved, on average, in 90-120 days - that's 3-4 months. The industry standard is closer to 150 days, and many firms don't even meet that. We achieve this through teamwork and clear communication. My partner, TJ, with her background in insurance, is instrumental in ensuring our clients get the necessary medical care and stay compliant with the process. We set clear expectations upfront: you do your part, we do ours. This transparency leads to incredible client compliance - around 95%.
One practice that has been particularly effective is our collaborative approach to pre-litigation. We don't just hand a file off and disappear. I handle a lot of the initial work, and then TJ, with her inside knowledge of insurance practices, steps in to navigate those negotiations. Our trial attorney, having previously worked as defense counsel for insurance companies, brings a crucial perspective to the table. We understand how these companies operate, and that allows us to advocate more effectively for our clients.
Even though I own the firm, everyone is involved in the process. We work together, leveraging each other's expertise, to get the best possible outcome. Because at the end of the day, you're dealing with a large insurance company, and you have to know how to convince them to do what's right for your client. That's the core of our culture: teamwork, efficiency, and a relentless pursuit of justice for our clients.

Georgi Petrov · Answer

Building a strong company culture starts with establishing clear, shared values and fostering an environment of open communication and mutual respect. I approach this by actively listening to employees, encouraging feedback, and aligning company practices with our core beliefs. Regular recognition of hard work, transparent decision-making, and creating opportunities for team bonding are key elements of my strategy. One effective practice that has made a significant impact is our monthly "culture day," where the entire team comes together for a day of collaborative projects, workshops, and informal conversations. During these sessions, employees from different departments share personal success stories and discuss challenges, creating empathy and understanding across the organization. This practice not only reinforces our core values but also breaks down silos, encourages creativity, and builds a sense of unity. The outcomes of this initiative have been tangible: increased employee engagement, improved cross-functional collaboration, and a stronger sense of belonging among team members. By consistently investing in these culture-building activities and listening to our team, we cultivate a workplace where individuals feel valued and motivated to contribute their best, ultimately driving both personal satisfaction and company success.

Vikrant Bhalodia · Answer

Building a strong company culture starts with consistency in actions, not just words. One approach that has worked well for us is radical transparency in decision-making. Employees don't just want to hear about company values; they want to see them in action. For example, in our company, we openly discuss business challenges, financial health, and strategic decisions with the entire team. Instead of leadership making top-down calls, we involve employees in discussions that impact them. This builds trust and a sense of ownership.One specific practice that has been effective is our 'Open Board Meeting' concept, a quarterly session where employees can ask leadership anything, from project priorities to company finances. There's no script, no pre-selected questions. This has led to better alignment, fewer workplace rumors, and a team that genuinely cares about the company's success.When people feel trusted and valued, they don't just work for a paycheck; they contribute, innovate, and stay. Culture isn't built with posters and slogans; it's built with actions that prove leadership means what it says.

Jeremy Logsdon · Answer

Building a strong company culture isn't something you can just check off a list; it's something you have to nurture and cultivate over time. We want our employees to feel valued, respected, and like they're part of something bigger than just a job. A big part of that is open communication, treating everyone fairly, and recognizing their hard work. It's also about creating a sense of shared purpose and making sure everyone understands how their contribution fits into the overall success of the company. One practice that's been incredibly effective for us is our emphasis on giving back to the community. We truly believe that helping others is not only the right thing to do, but it also strengthens our team. We actively encourage our employees to get involved in local initiatives, and we support them in any way we can. Every year at our Christmas party, along with the bonuses, prizes, and a fun night at Dave & Buster's, we give each employee between $50 and $100 with one condition: they have to give it away. We love seeing them choose a charity, a family in need, or even just a stranger they want to help. That opportunity to make a difference is powerful, and it creates a sense of camaraderie and purpose that strengthens our company culture in a way nothing else can. It makes everyone feel good about the work they do and the company they work for.

Peter Hunt · Answer

Building a strong company culture starts with creating an environment where everyone feels valued, supported, and aligned with the organization's mission. At The Alignment Studio, I emphasize open communication, professional development, and collaboration across disciplines. My 30 years of experience in physical therapy and leadership have taught me that culture thrives when team members are empowered to share ideas and take ownership of their roles. I've also found that leading by example is critical; showing integrity, maintaining a positive attitude, and demonstrating a commitment to patient care sets the tone for the team.
One practice that has been particularly effective is our weekly multidisciplinary case review sessions. These sessions bring together physical therapists, Pilates instructors, massage therapists, and other team members to discuss complex cases and share insights. For example, when treating a national athlete recovering from ACL surgery, we combined input from multiple perspectives to develop a rehabilitation plan that not only expedited their recovery but also improved their long-term performance. This collaborative approach wouldn't be possible without the integrated model I envisioned when founding The Alignment Studio. By fostering teamwork and knowledge sharing, we've built a culture that prioritizes both professional growth and exceptional patient outcomes.

Julia Yurchak · Answer

We believe company culture grows from small, everyday actions. One practice that's made a huge difference in our experience is what we call 'culture champions' - picking passionate team members across departments who spot and celebrate wins that match company values.
For example, we worked with a tech company that chose six employees to be their culture champions. These champions had a simple job: notice when coworkers did something that showed the company's values in action. They'd share these stories in team meetings and on their internal message board. One champion spotted an engineer staying late to help a new hire understand the codebase - showing their value of teamwork. Another noticed a customer service rep creating a detailed guide for handling tough client situations after seeing several teammates struggle - demonstrating their value of proactive problem-solving.
The beauty of this approach is that it turns culture from something abstract into specific, relatable moments. When employees see their colleagues being recognized for living the values, it creates a ripple effect. They start looking for opportunities to embody those values themselves.
We've found that a strong culture isn't built through big initiatives or fancy perks. It's built by creating systems that consistently reinforce and celebrate the behaviors you want to see. Culture champions do exactly that - they make values visible and celebration natural.

Nikita Sherbina · Answer

Building a strong company culture starts with clear communication and genuine care for the team. One practice that has been particularly effective for us is holding regular "team alignment sessions." These are monthly meetings where everyone shares not just their progress but also their challenges and personal wins.
In one session, a team member opened up about struggling with workload due to personal commitments. Instead of brushing it aside, we adjusted their responsibilities temporarily and encouraged others to collaborate more. This fostered a sense of trust and showed that we prioritize people over just results.
These sessions have strengthened relationships and improved collaboration because everyone feels heard and valued. My advice? Create spaces where transparency and support are non-negotiable. When people feel they're part of something meaningful, they bring their best selves to work-and that's what drives long-term success.

Niclas Schlopsna · Answer

Drawing from my experience leading spectup and my time at innovative companies like N26 and Deloitte, I've learned that strong company culture grows from authentic daily interactions rather than forced team-building exercises. When I started at spectup, one of the first things I implemented was our "Friday Insights" practice, where team members share their weekly wins, challenges, and lessons learned - something I wish we'd had during my time at Deutsche Bahn. This simple practice has created an environment where people feel comfortable being honest about both successes and failures. At N26, I noticed how transparent communication about company goals and challenges helped everyone feel more connected to the mission, so we've made this a cornerstone at spectup.
One practice that's been particularly effective is our monthly "Strategy Sessions," where everyone, regardless of their position, can contribute ideas about our company's direction - an approach I first saw work wonders at Civey. I've found that when people understand how their work contributes to the bigger picture and feel heard, they're more invested in the company's success. Culture isn't about ping-pong tables or free snacks - it's about creating an environment where people feel valued, trusted, and empowered to do their best work.

Chaitsi Ahuja · Answer

One unique practice we've implemented to build a strong company culture is our "Eco-Champion" rotation program. Each month, a different employee is selected to lead an eco-friendly initiative, whether it's reducing waste in the office, improving energy efficiency, or promoting sustainable product use. This practice allows everyone to take ownership of our sustainability goals, making them feel personally invested in the company's mission. Since introducing the Eco-Champion program, employee engagement has increased by 43%, and we've seen a noticeable improvement in the number of innovative ideas brought forward to improve our processes. The program has also led to a 15% reduction in office waste and more efficient resource use. By empowering employees to lead these initiatives, we've created a dynamic and purpose-driven work culture that continuously drives us toward our goal of being plastic-free while strengthening the team's bond and motivation.

Charles Berry · Answer

As Co-Founder of Zing Events, with over 20 years in the team and engagement sector, I've learned that building a strong company culture starts with creating shared experiences that foster trust, collaboration, and creativity. At Zing, we practice what we preach by using our own team building activities internally to strengthen bonds and encourage open dialogue within our team.
One practice that's been highly effective is incorporating bespoke team challenges into our quarterly strategy meetings. For instance, we recently ran an adapted version of our "Escape the Box" activity, where team members collaborated to solve creative puzzles tied to our business objectives. This not only energized the team but also opened up discussions about problem-solving and communication in a natural, engaging way.
These experiences create a ripple effect: they foster trust, break down silos, and ensure everyone feels heard. The result? A high-performing team culture where innovation thrives.
My advice to others is simple: prioritize shared, purposeful experiences. They're not just a break from work-they're the glue that builds and sustains a thriving company culture.

Kristin Marquet · Answer

Building a strong company culture starts with clear values, open communication, and genuine investment in your team's growth. For me, it begins by defining our core values at FemFounder and Marquet Media-values like transparency, empowerment, and continuous learning-which shape every decision we make and how we interact daily.
A practice that has proven effective is our "Celebration of Small Wins" ritual. Each week, our team gathers to share recent successes-no matter how minor they may seem-whether it's securing a new client, finishing a challenging project ahead of time, or learning a new skill. We pair these celebrations with personal recognition, sometimes offering small tokens of appreciation or public shout-outs on internal channels. This routine not only boosts morale but reinforces a positive and collaborative culture. It improves everyday achievements into momentum, builds a sense of belonging, and motivates the team to strive for excellence, strengthening our company culture over time.

Riken Shah · Answer

I've always believed that the best ideas come from the people working on the ground, solving problems daily. That's why I encourage a culture of employee-driven innovation. I try to empower my team to challenge existing practices and think outside the box. Nothing builds a strong company culture like employees who don't just do their jobs but rethink how things can be done better. I recall a particular instance where our developer team was building a healthcare application to assist radiologists with diagnosing pneumonia.
During our brainstorming sessions, two junior developers pitched an idea about integrating deep learning algorithms to analyze X-rays. They explained how we'd execute it and were confident in its success. At first, I thought about the potential challenges and whether we had the resources to pull this off. However, the idea was so innovative that I decided to explore it further. We worked closely as a team to refine the approach and test different algorithms to ensure our solution aligned with clinical accuracy standards. The result was an intelligent system that could analyze X-ray images, detect potential cases of pneumonia, and visually highlight areas of concern. This is a perfect example of why I push for innovation to be a continuous pursuit in my company.

Blake Beesley · Answer

We build a strong company culture by prioritizing open communication and recognizing employee contributions. One effective practice is holding monthly team check-ins where everyone, from plumbers to office staff, shares challenges, solutions, and wins. For example, after implementing this, a field employee suggested a more efficient way to stock work trucks, which reduced part runs and improved job completion times. Acknowledging their input publicly not only boosted morale but also reinforced a culture of collaboration and continuous improvement. Making every team member feel heard and valued has been key to fostering loyalty and shared purpose.

Priyanka Prajapati · Answer

Building a strong company culture isn't about surface-level perks; it's about creating an environment where people feel valued, empowered, and connected to a shared vision. As a senior digital marketer and eCommerce expert, I've seen that culture thrives when transparency, ownership, and continuous learning are embedded into daily operations.
One practice that has been incredibly effective is "Reverse Mentorship Circles." In one of the eCommerce teams I worked with, we paired junior employees with senior leaders—not just for learning but for mutual knowledge exchange. While senior leaders provided strategic guidance, younger team members brought fresh digital trends, consumer insights, and new tech ideas to the table. This broke down hierarchical barriers, encouraged innovation, and made every team member feel heard.
The impact? It improved cross-team collaboration, reduced resistance to change, and led to more agile marketing decisions. Employees felt they were contributing beyond their job titles, which increased engagement and retention.
At its core, a strong company culture is built on trust and a mindset where learning is a two-way street. When employees feel like active contributors to growth—not just task executors—the culture naturally strengthens, and the business reaps the benefits.

Amaury Ponce · Answer

Building a strong company culture starts with clear communication, mutual respect, and leading by example. With over 20 years of experience in the tree service industry and a background as a certified arborist, I've learned that employees thrive in an environment where they feel valued and supported. At Ponce Tree Services, we emphasize teamwork and professional development by fostering open dialogue and ensuring everyone understands the importance of their role in delivering exceptional service. One of the most effective practices we've implemented is monthly safety and skills workshops, where employees not only refresh critical safety techniques but also learn new tools of the trade. This creates an environment of continuous improvement while reinforcing the idea that we succeed as a team.
One example of this approach in action was when we faced a particularly challenging large-scale project involving diseased trees near a residential area. I organized a special training session tailored to the complexities of the job, combining my TRAQ certification expertise and practical field experience to ensure the team felt confident and prepared. The project was completed on time, safely, and with precision, leading to glowing customer feedback and a renewed sense of accomplishment among our crew. These moments remind me that investing in our team not only strengthens company culture but also sets the foundation for long-term success.

Chris Bajda · Answer

Building a strong company culture is about making sure the team feels engaged and aligned with what we're trying to achieve. At Groomsday, we focus on clear communication and trust. Everyone should know not just what their role is but also how it fits into the bigger picture. We want our people to feel invested in the success of the company, not just punching the clock.
One practice that's worked well is having regular one-on-one check-ins. These aren't just about tracking performance; they're a chance to have real conversations about what's going well and where we can improve. It's also a space where the team can voice concerns or share ideas, which often leads to improvements. For example, after a few rounds of these meetings, we made changes to how we handle customer feedback, leading to a 15% improvement in our response time.
Another key part of our culture is celebrating milestones. Whether it's hitting a sales goal or a team member's work anniversary, recognition goes a long way. It doesn't have to be extravagant--just acknowledging the effort makes a difference and strengthens the bond within the team.

Gerti Mema · Answer

Building a strong company culture starts with open communication and ensuring every team member feels heard and valued. It's important to create an environment where ideas and feedback are welcomed, whether they come from a senior manager or a new hire. Transparency about goals and progress helps everyone feel connected to the bigger picture.
One practice that has worked well with us is hosting regular team check-ins, not just about projects but to discuss challenges, successes, and areas for improvement. We implemented a weekly meeting where team members can share updates or ideas for improving processes. During one of these sessions, a team member suggested simplifying our onboarding materials for new clients. That feedback led to a revamp that made our documents clearer and more client-friendly, improving customer satisfaction.
These meetings not only foster collaboration but also reinforce the message that everyone's input has value.

Soubhik Chakrabarti · Answer

When it comes to building a strong company culture, inclusiveness is more than a value-it's the backbone that supports growth, innovation, and trust in the organization. Inclusiveness means every person, regardless of background or role, feels part of the bigger picture. This breeds loyalty and creates a space where diverse perspectives lead to better decision-making and creative solutions.
Our "open floor forums" have been a great example of how this can be operationalized. These forums give employees a space to share their thoughts without fear of judgment or hierarchy.
What stands out beyond the conversations themselves is how the leadership team engages with the feedback. It's not just about listening-it's about taking tangible action that reflects the ideas shared. That's where trust is built: when people see their ideas lead to real change.
One of the outcomes that stood out for me was the impact of personalizing our milestone celebrations. Before we were generic and well-intentioned but didn't make employees feel individually valued. After we adopted the feedback we shifted to celebrating in ways that were meaningful to each person-handwritten notes, specific shoutouts, or tailored team activities.
The result? A noticeable lift in morale, higher engagement, and employees who felt more motivated to contribute because they felt genuinely appreciated.
Looking deeper into this, inclusiveness has a ripple effect beyond just employee satisfaction. It directly impacts retention and productivity. When people feel they belong and their voice matters they are less likely to disengage or look elsewhere for opportunities. And an inclusive culture encourages collaboration, reduces silos within teams, and enables cross-functional innovation.
At its heart inclusiveness creates a virtuous cycle: it encourages people to bring their whole self to work, which improves their performance, strengthens relationships, and drives the business forward. It's not easy -it requires commitment, humility, and continuous learning-but the long-term impact is undeniable. If I had to choose one practice that has shaped our culture and kept it strong, I'd put inclusiveness at the top of the list.

Tim Hanson · Answer

We built our culture around radical transparency, starting with sharing our biggest failures in our weekly team meetings - real numbers, actual mistakes, no sugarcoating. Every week, someone on the team presents a recent failure and what they learned from it, which has completely changed how we approach problem-solving.
This practice came from losing a major client early on and realizing nobody felt comfortable raising red flags before it was too late. Since implementing these failure share sessions, our team's problem identification speed has increased, and we catch potential issues way earlier.
The most surprising benefit has been in hiring - candidates who love this approach tend to be exactly the kind of people we want on the team, while those who get uncomfortable with this level of transparency self-select out. Creating this failure-positive culture has actually improved our success rate because everyone knows it's safe to experiment and learn.

John Hall · Answer

One of my top go-to strategies for building a strong company culture is to include my team in things whenever reasonably possible. For example, whether I'm working on implementing new benefits, policies, or business strategy, I like to share ideas with my team so I know that whichever ones we run with, our employees were considered in this process. The reasoning behind this is simply to show my employees that their feedback truly matters here and they are at the forefront when decisions are being considered. My team's long-term retention is important to me, so I want to create a culture where everyone feels included and that their needs matter. So, by prioritizing communication and transparency with my team, I'm able to make decisions that can elevate their lives and truly support them in the most helpful ways possible.

Tammy Sons · Answer

Creating a good company culture means ensuring all team members understand they matter and want to do their best. As a leader, I begin by demonstrating dedication and passion while treating everyone with respect. Our company sees better results when we establish spaces for open team discussions. I schedule frequent individual meetings with my team to discuss their work progress, personal development, and new ideas. My team now has the chance to propose new ways to enhance operations or service quality through our employee idea program. Our latest order fulfillment approach reduced production time while boosting employee motivation. When I take employee feedback seriously and put it into action, my team delivers better results while feeling like real owners of their work. The success of building a culture depends on consistent development with trust and teamwork.

Andrew Osborne · Answer

Building a strong company culture starts with clear communication, mutual respect, and a shared vision for excellence. At Ozzie Mowing & Gardening, I've always emphasized the importance of creating a supportive and collaborative environment where every team member feels valued. My years of experience in the industry have shown me that when people feel empowered and respected, they naturally deliver their best work. To reinforce this, I invest in regular team-building activities and professional development opportunities, ensuring everyone is not only improving their skills but also building camaraderie. A strong culture, in my experience, is about aligning the team's goals with the values of the business: professionalism, reliability, and passion for what we do.
One practice that has been particularly effective is our "Monthly Garden Walks," where the entire team visits a completed project or an ongoing one. These walks allow us to review what's working, discuss challenges, and celebrate successes. For example, on one occasion, we revisited a property with a particularly complex landscape design that required innovative solutions and teamwork to complete. During the walk, each team member shared their role in the project and how their contributions helped bring the client's vision to life. This not only boosted morale but also reinforced our shared commitment to excellence. As a certified horticulturalist with over 15 years of experience, I use these opportunities to mentor my team, offering insights and encouraging them to think creatively. This practice has become a cornerstone of our company culture, fostering pride in our work and a sense of belonging among the team.

Peter Reagan · Answer

Building a strong company culture is all about creating an environment where people feel heard, supported, and connected to the company's mission. 
One practice that has worked for us is holding regular "check-in" meetings where employees can talk openly about their work, challenges, and ideas. For example, we have a weekly team huddle that's informal and allows everyone to share something personal or professional, which has helped create a sense of community. It's not just about talking business—it's about showing that we value each person's contribution, both in and outside of work.
This has helped foster trust and collaboration across teams, and I've seen a noticeable improvement in overall morale.

Dhari Alabdulhadi · Answer

Building a strong company culture begins with aligning the team around shared values and fostering an environment of trust, collaboration, and recognition. One practical practice we've implemented is a "Culture Day" each quarter, where we step back from daily operations to focus on team-building activities, goal alignment, and celebrating individual and team achievements. For instance, during one Culture Day, we co-created a set of team norms that improved communication and productivity. This practice has strengthened connections across the team, promoted ownership, and ensured everyone feels invested in our shared success.

Abhishek Shah · Answer

Building a strong company culture starts with transparency and inclusion. At Testlify, we hold weekly "open floor" meetings where team members can share updates, challenges, and ideas. For instance, during one of these sessions, a team member suggested a new feature that significantly improved our user experience; we implemented it quickly, which not only boosted morale but also reinforced our commitment to innovation. This practice has fostered a sense of ownership and collaboration, making everyone feel valued and heard.

Ryan Stone · Answer

At our company, the cornerstone of our culture has been trusting our employees to work in the way that suits them best. Since implementing our dynamic working policy in 2018, we've removed the traditional constraints of a 40-hour workweek, giving our team the freedom to decide when and where they work, as long as the results meet our high standards.
This approach has done more than just improve work-life balance, it's fostered a culture of mutual respect and accountability. By putting trust in our team, we've seen that trust returned in countless ways. Employees feel empowered to take ownership of their work, communication has become more meaningful, and overall morale has skyrocketed.
One standout example is how this flexibility has allowed team members to navigate personal challenges, such as health issues, without the added stress of rigid schedules. The trust we place in our team isn't just appreciated, it's rewarded with loyalty, productivity, and a collaborative atmosphere that benefits everyone, including our clients.

Bill Lyons · Answer

Building a strong company culture starts with defining clear values and taking intentional actions to bring them to life. It's about creating an environment where people feel valued, connected, and aligned with a shared purpose. One practice that has been particularly effective for us is holding quarterly check-ins. These sessions give our team an opportunity to reflect on how we're living out our values, celebrate successes, and identify areas for improvement. During each check-in, team members share specific examples of colleagues demonstrating our values in action, creating a sense of appreciation and reinforcing what we stand for. We also hold open discussions where everyone can voice feedback on what's working well and what could be better. Together, we identify one or two actionable steps to strengthen our culture for the next quarter, whether it's improving communication, hosting team-building events, or refining our onboarding process.

Matt Little · Answer

One practice that's been incredibly effective is our monthly "Bright Ideas" meeting. Every team member, regardless of their role, is encouraged to share ideas for improving our products, processes, or customer service. This not only fosters creativity but also makes everyone feel valued and heard. For example, a suggestion from our warehouse team led to a more efficient packing process, reducing shipping errors by 20%.
We also celebrate small wins regularly, whether it's hitting a sales target or a positive customer review. This creates a sense of shared achievement and keeps morale high.

How Do You Approach Building a Strong Company Culture as a Business Leader?

How Do You Approach Building a Strong Company Culture as a Business Leader?

Clarify Values and Lead by Example

Define Core Values and Recognize Contributions

Foster Open Feedback and Revamp Processes

Focus on Efficiency and Client Advocacy

Establish Values and Promote Team Bonding

Practice Radical Transparency in Decision-Making

Encourage Community Involvement and Giving Back

Emphasize Open Communication and Case Reviews

Spot and Celebrate Wins with Culture Champions

Hold Regular Team Alignment Sessions

Share Weekly Wins and Strategy Sessions

Rotate Eco-Champions for Sustainability Initiatives

Use Team Building Activities for Collaboration

Celebrate Small Wins to Boost Morale

Empower Employees for Continuous Innovation

Hold Monthly Team Check-Ins for Collaboration

Implement Reverse Mentorship for Mutual Learning

Conduct Monthly Safety and Skills Workshops

Have Regular One-on-One Check-Ins

Host Weekly Team Check-Ins for Improvement

Hold Open Floor Forums for Inclusiveness

Share Failures in Weekly Team Meetings

Include Team in Decision-Making Processes

Create Spaces for Open Team Discussions

Conduct Monthly Garden Walks for Team Building

Hold Regular Check-In Meetings for Trust

Host Quarterly Culture Days for Team Building

Hold Weekly Open Floor Meetings

Implement Dynamic Working Policy for Flexibility

Hold Quarterly Check-Ins for Reflection

Host Monthly Bright Ideas Meetings