Workplace culture is important for supporting morale, motivation and overall productivity. Here are 3 common workplace culture mistakes and how to avoid them.
All Talk, No Action
In one of my early office roles, the company took great pride in its workplace culture. It was a relaxed environment, and everyone seemed to get along well. We were often described as a ‘family’, but when it came to mental health, flexibility, or wellbeing, we were on our own.
Many of us have experienced or heard of such companies. They boast about their excellent culture and prioritising employees, but it’s often just a facade. Buzzwords like mental health and work-life balance are thrown around without any real support behind them.
This not only affects employees’ wellbeing but also erodes their trust in leadership. When trust is lost, talented team members are less likely to stay.
How to avoid it?
Walk the talk. If we claim to value our team’s mental health, we need to provide genuine support. If we recognise that our culture needs improvement, we need to be honest and communicate a commitment to making it better. Transparency and openness are key.
Perks as Culture
Perks like free coffees, ping pong tables, discounts and team-building trips are great. They can enhance the work environment and make it a bit more comfortable. These perks are not to be mistaken as the foundation of healthy culture. True culture is about the values that underpin our teams. It’s about how our people think, feel, and act at work.
How to avoid it?
Ensure that alongside perks, we are consistently prioritising wellbeing, education, and work-life balance. These core elements should be attended to with genuine care to create a healthy culture.
One Size Fits All
Everyone is different. A strong culture embraces these differences, creating a unique and cohesive whole. Healthy culture sticks to strong values whilst allowing everyone to bring their strengths, weaknesses, ideas, and behaviours to the table. Unfortunately, many workplaces impose a top-down approach, stifling input from employees and hindering strength in wellbeing.
How to avoid it?
Making an effort to understand our people for who they are. Create a space for openness and transparency. Encourage input and allow people to work in ways that suit them best. Lead with trust and let a true culture develop organically. Focus on creating an environment where people can be their authentic selves, contributing their best work. A positive culture should be a safe space for individuality, not a forced ideal.
By turning words into actions, valuing genuine wellbeing over superficial perks, and embracing the individuality of each team member, companies can build a truly healthy culture. Leaders should focus on transparency, genuine support, and supporting an inclusive environment where employees feel valued and heard. This approach not only enhances employee satisfaction but also builds a resilient and loyal workforce, leading to long-term success.
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