What is your approach to building and maintaining a strong company culture? What is one practice you find particularly effective?

Question

Discover the foundations of a resilient company culture through 25 effective practices, curated with insights from leading industry experts. This article provides actionable strategies to celebrate individuality, set clear goals, and create an emotionally connected workplace. Gain expert-backed guidance to empower employees and strengthen the team's fabric, essential for any thriving business.

Sara Eller · Answer

At Sara's Cooking & Catering, our approach to building and maintaining a strong company culture centers on fostering a sense of collaboration, creativity, and ownership among team members. One practice we find particularly effective is celebrating individual contributions during team successes.
Why It Works:Acknowledging individual efforts not only boosts morale but also reinforces a shared commitment to excellence. When each team member feels seen and valued for their unique contributions, it cultivates trust and pride in their work.
Implementation in Practice:After each event, we hold team debriefs where we highlight specific accomplishments, such as a chef's innovative dish or a coordinator's quick problem-solving during setup. For example, after catering a high-profile wedding with multiple dietary restrictions, we recognized our sous-chef for creatively adapting recipes to meet guests' needs without compromising flavor. This recognition led to a surge in team motivation and inspired even greater collaboration during subsequent events.
The Results:Increased Retention: Our culture of appreciation has contributed to a 90% staff retention rate, even in a competitive industry.
Enhanced Performance: Teams consistently deliver high-quality results, contributing to our 95% client satisfaction rate.
Stronger Collaboration: A culture of trust and recognition fosters open communication and teamwork, ensuring seamless execution of events ranging from intimate gatherings to large-scale celebrations.
By making recognition and collaboration core to our culture, we ensure that every team member feels empowered to contribute their best. This practice has become a cornerstone of our success, enabling us to consistently exceed client expectations while nurturing a thriving workplace environment.

Matt Erhard · Answer

Building and maintaining a strong company culture starts with defining a clear objective and understanding the purpose behind your actions. Simply stating a desire for a "strong culture" isn't enough-you must define it clearly and identify what you aim to achieve by strengthening it. Without this foundation, it's impossible to create effective strategies or policies to bring your vision to life.
When shaping the culture at Summit, I began by identifying the core values our organization strives to embody and considering how to integrate them into the culture. For instance, transparency and integrity are central to our identity, so fostering a culture of open communication became a priority. To support this, we implemented specific practices like maintaining open feedback channels for employees and being transparent about how decisions regarding promotions and raises are made. These tangible policies help ensure that our values are authentically reflected in daily operations.
One practice I find particularly effective is creating opportunities for open communication. It not only reinforces transparency but also builds trust and strengthens team engagement. This practice ensures employees feel heard and valued, which is essential for a positive and productive work environment.
To generalize, my approach is to start by defining the big-picture identity of the organization and then translating those abstract values into practical, actionable policies that the team can adopt and embody.

Tom Hamilton Stubber · Answer

For me personally, fostering emotional connection within the team has been key to maintaining a strong culture. We introduced a practice where managers schedule monthly one-on-one check-ins to discuss not just performance but also personal goals and challenges. This small change resulted in a 20% drop in turnover over two years and significantly improved employee morale. I think these conversations show that leadership genuinely cares about the team as individuals, which inspires loyalty and commitment. Practices like these create a work environment where people feel motivated to excel and support each other.

Dimitri Zobnin · Answer

I believe the key to a strong culture lies in empowering employees to take ownership of their roles. In my experience, people feel more invested when they can see the impact of their decisions. For example, we implemented a system where team members set quarterly goals aligned with company objectives and track their progress. After introducing this practice, productivity increased by 20%, and employee satisfaction rose by 15%. When individuals see how their contributions drive tangible results, it reinforces a sense of purpose and accountability.

Jovie Chen · Answer

Fostering a strong company culture is all about shared values and meaningful connections. Focusing on transparency and open communication is key. Many assume this means only having open-door policies or regular meetings. But a lesser-known, effective practice involves encouraging storytelling within the team. When team members share personal stories about how they connect with the company's mission or values, it creates a sense of belonging and shared purpose. These stories can be shared in meetings, team-building exercises, or even through an internal newsletter. Implementing an initiative like "Story Sessions," where employees have a platform to share experiences and victories related to their work, can strengthen cultural bonds. This promotes empathy, understanding, and a collective drive, making everyone feel they're building something meaningful together. Encouraging this kind of personal storytelling not only boosts morale but also aligns everyone toward common goals in a very natural and engaging way.

Adnan Jiwani · Answer

Building a strong company culture starts with clear values and consistent communication. One practice I've found particularly effective is regular, informal check-ins with the team. This doesn't have to be a formal meeting—just a quick chat to see how everyone is doing, both personally and professionally. It helps build trust and makes people feel valued beyond their work. For example, during a busy project last year, I made sure to check in with my team regularly, even if it was just for 10 minutes. It kept morale high and showed that I cared about them as individuals, not just employees.

Adrian Ghira · Answer

My approach to building and maintaining a strong company culture starts with clearly defining and consistently communicating our core values—the guiding principles that shape our decisions and behavior. These values inform everything from our hiring criteria and onboarding practices to our performance evaluations and recognition programs. By weaving them into every stage of the employee experience, we ensure that culture isn't just a buzzword but a shared ethos that drives daily actions.
One practice I find particularly effective is hosting regular 'Culture Check-Ins,' where employees from different departments come together for open dialogue about what's working, what needs improvement, and how we can live out our values more fully. These sessions serve a few key purposes:
Real-Time Feedback: They give leadership immediate insights into employee sentiment and emerging issues, so we can address concerns proactively.
Cross-Functional Collaboration: By mixing different teams, we spark fresh ideas for reinforcing our culture, while also breaking down silos.
Shared Accountability: Because these sessions are employee-driven, everyone feels a shared responsibility for upholding the culture, rather than seeing it as solely HR's or leadership's job.
By consistently creating spaces for honest conversation and aligning tangible practices—like recognition programs, leadership training, and peer mentorship—with our core values, we reinforce a culture where people feel respected, empowered, and proud to contribute.

Sarah Gibson · Answer

In my experience, giving employees opportunities to align their personal strengths with meaningful projects has been incredibly impactful. For example, we launched a program allowing team members to pitch ideas for improving client care. One idea—creating a resource library for stress management techniques—was implemented within two months and led to a 30% increase in client engagement with follow-up resources. I think when people see their ideas come to life and directly benefit others, it deepens their connection to the mission and their role in the organization.

Samuel Huang · Answer

Fostering a strong company culture starts with open communication. One practice that has been particularly effective is hosting regular team check-ins where everyone can share updates, challenges, and ideas in a casual setting.
During one of these meetings, a junior team member suggested a creative tweak to a Telegram ad campaign that led to a noticeable boost in client engagement.
These check-ins create a space where every voice is heard and valued, regardless of role. Over time, this has built trust and encouraged collaboration across the team.
Open communication ensures that problems are addressed early, ideas are freely exchanged, and everyone feels connected to the bigger mission, which strengthens our culture every day.

Ben Wieder · Answer

The approach is focused on creating a supportive and positive work environment. I prioritize employee well-being by fostering an atmosphere where people feel comfortable, respected, and encouraged to thrive. 
One practice I find particularly effective is offering flexible work arrangements. Allowing employees to manage their schedules not only supports a healthy work-life balance but also boosts their productivity and engagement. It shows that we trust them to manage their responsibilities and care about their personal lives. 
This approach helps build loyalty and a sense of ownership, leading to stronger performance and overall happiness. I've seen firsthand how empowering employees with flexibility enhances their commitment and motivation, making it a core part of our company culture.

Omero Flores · Answer

Our new hires spend their first week riding along with experienced technicians and sales professionals. This gives them a firsthand look at how we interact with customers and uphold our standards in the field. This sets clear expectations and allows new hires to observe our culture in action, rather than just hearing about it in a meeting room.

Ronald Osborne · Answer

Building and maintaining a strong company culture starts with clear, consistent communication about the organization's values, vision, and goals. In my experience, company culture is cultivated by aligning these elements with the behaviors and attitudes demonstrated by leadership. Leaders set the tone, so they must model the values they expect to see in their teams. My approach involves creating a culture of accountability, continuous learning, and inclusivity, ensuring every employee understands their role in driving the company forward. A key part of this is providing meaningful feedback and recognizing achievements, no matter how small, to build morale and a sense of ownership.
One particularly effective practice I've implemented is creating cross-functional collaboration opportunities to break down silos and encourage innovation. For example, in one of the businesses I coached, the company was struggling with low morale and stagnant growth. Drawing from my years of experience building high performing teams and my MBA in finance, I introduced a quarterly "innovation day." Employees from different departments worked together to solve specific business challenges, presenting their solutions to leadership at the end of the day. Not only did this boost engagement and morale, but it also led to the implementation of several cost-saving initiatives that increased profitability by 18 percent in just one year. This practice reinforced a sense of shared purpose, cultivated trust among employees, and directly impacted the company's bottom line. It's proof that investing in a strong company culture drives measurable results.

Andrew Osborne · Answer

Building and maintaining a strong company culture starts with setting clear values that align with your vision and leading by example. At Ozzie Mowing & Gardening, I've always prioritized a culture of respect, trust, and accountability. This means ensuring every team member feels valued for their contributions, is supported in their growth, and understands the role they play in creating exceptional outcomes for our clients. My years of experience in the industry taught me that a positive culture isn't just about boosting morale, it directly impacts the quality of work and client satisfaction. Being a certified horticulturist with over 15 years in the field, I make it a point to share my knowledge with the team, fostering an environment of continuous learning and excellence.
One practice I've found particularly effective is weekly team check-ins where we discuss challenges, celebrate successes, and exchange ideas. For example, during one of these sessions, a team member shared a new technique they learned for preventing lawn diseases, and we decided to trial it on a client's property. Not only did it significantly improve the lawn's health, but it also strengthened the sense of camaraderie and innovation within the team. These meetings also give me a chance to mentor my team using the lessons I've learned from managing over 700 projects, helping them grow both professionally and personally. By creating this space for open communication and skill-sharing, we've built a team that takes pride in its work and consistently exceeds client expectations.

Aseem Jha · Answer

Building a Strong Company Culture by Empowering Ownership in the Team
As the founder of a legal process outsourcing company, building and maintaining a strong company culture has been one of my core focuses, especially in a remote setup.
One practice I've found particularly effective is fostering a sense of ownership among team members. Early on, I realized that when people feel trusted and empowered, they're more engaged and motivated.
For example, I once assigned a team member to lead a client onboarding project—a task they had never done before. By providing guidance and giving them the autonomy to make decisions, they delivered exceptional results and grew in confidence and skill.
This practice of delegation and empowerment has become a cornerstone of our culture. It creates an environment where team members feel valued and invested in the company's success, even when working remotely.
Regular check-ins, celebrations of milestones, and open communication further reinforce this culture of trust and collaboration.

Takarudana Mapendembe · Answer

Building and maintaining a strong company culture is something I'm really passionate about. For me, it starts with creating an environment where everyone feels valued, heard, and empowered to contribute. I believe the culture is shaped by the way leadership interacts with the team and how we encourage open communication and collaboration. 
One practice that's worked particularly well is hosting regular "coffee chats" with employees from all levels of the company. I make it a point to spend time with different teams—sometimes just chatting informally about work, other times about personal interests or challenges. These small, casual conversations help build trust and create a sense of community. 
I remember one coffee chat where an employee mentioned how difficult it was to balance work and family during a busy period. We ended up discussing flexible scheduling options, and from that conversation, we implemented more flexible work hours across the company. It was a small change, but it made a huge difference in employee satisfaction. 
This practice of staying connected to the team helps me keep a pulse on the culture and adapt as needed, ensuring that it remains positive, inclusive, and aligned with our values.

Alexander Weber · Answer

The most impactful practice in team leading to building our culture is implementing "Impact Spotlight" sessions during our weekly meetings. In these 15-minute pre-structured segments, teammates share specific instances of how their effort directly impacted our clients or corporate goals. That shifts the focal point from what to why-meaningful outcomes-and enforces our purpose-driven culture.
We did this during the worst quarter where morale was the lowest. Within three months, the employee engagement score went up by 35 percent and customer satisfaction ratings increased by 28 percent. Concreteness kept them consistent and on example discussions rather than on general information. For example, one shared that his process improvement saved the client $50,000. That sparked discussions, cross-functional brainstorming, and ideas across departments.
Remember, great culture is not created by occasional team events; it's nurtured through consistent habits that reinforce your values and recognize meaningful impact.

Burak Özdemir · Answer

Instead of hiding mistakes, we normalize discussing them openly during team meetings. For example, when a website migration caused temporary downtime, we treated it as a learning opportunity. The person involved explained what went wrong, how they fixed it, and what safeguards they put in place for the future. It wasn't about blame-it was about learning together, and it strengthened trust within the team.

Paul Bowley · Answer

For me, my approach to building and keeping a strong company culture at AbbeyCare Group is all about these three things: openness, respect, and a shared commitment to our company's core values. I think when you have a work environment that is inclusive and supportive, you end up with staff feeling valued by management, which empowers them in their role. To maintain this, you need to make sure that everyone is getting regular feedback on their performance and given chances for professional growth. And you want to make sure that you're communicating clearly with them.
Though I know people say they have them, I think regular team meetings that let the team share their ideas, challenges, and successes are actually really effective. It's a set time each week that gives management the chance to actively listen to the staff. And it lets the staff know that each week you're there to collaborate with them and do check-ins for accountability. When everyone feels heard and valued, you end up with a stronger team and a better company culture.

Fawad langah · Answer

Building and maintaining a strong company culture requires consistent effort and alignment with core values. At Best Diplomats, we focus on creating an environment where collaboration, respect, and growth are central to everything we do. My approach revolves around clear communication, trust, and empowering individuals to take ownership of their roles. 
One practice that I find particularly effective in strengthening our culture is regular, open feedback sessions. These sessions create a space where employees feel heard and valued. 
It fosters transparency and allows for constructive discussions on how to improve processes and relationships. This practice helps us identify areas of improvement early and address them before they escalate, leading to a more cohesive and motivated team. 
Another key aspect is leading by example. As a leader, I make sure to model the behaviors I expect from others. This includes showing empathy, being accountable, and maintaining a positive attitude even in challenging situations. When employees see leadership embody these qualities, it sets a standard for the entire organization. 
Overall, cultivating a positive culture is a continuous process. It requires nurturing relationships, supporting personal growth, and ensuring alignment with the organization’s vision. This practice has proven successful in maintaining a strong, engaged, and loyal team at Best Diplomats.

Blake Beesley · Answer

My approach to building and maintaining a strong company culture centers on consistent communication and aligning actions with core values. One particularly effective practice is holding monthly "culture check-ins," where team members discuss challenges, successes, and ideas for improvement in a casual, open forum.
For example, when we noticed a dip in morale during a busy season, these meetings surfaced concerns about workload distribution. By addressing the feedback promptly and adjusting schedules, we not only resolved the issue but also reinforced trust and a sense of shared ownership. Regularly engaging the team in shaping the culture fosters alignment, boosts morale, and ensures the values we promote are lived out daily.

Parker Mcinnis · Answer

With my background in football coaching and real estate, I've learned that building culture is a lot like developing a winning team—it happens through consistent, small actions every day. One practice that's been incredibly effective for us at Speedy Sale is having our team volunteer together as youth football coaches, which not only helps kids in our community but also strengthens our bonds and reminds us what leadership and teamwork really mean off the field.

Amaury Ponce · Answer

Building and maintaining a strong company culture starts with clear communication, mutual respect, and a shared vision for excellence. At Ponce Tree Services, I emphasize the importance of teamwork and continuous learning to ensure every employee feels valued and empowered. I've cultivated this approach over decades of experience, learning firsthand the impact of leading by example from my father, who taught me the fundamentals of both tree care and business. By setting high standards and fostering a supportive environment, I've created a culture where my team knows their contributions matter, which in turn drives exceptional service for our customers.
One practice I find particularly effective is hosting regular team meetings to celebrate successes, share challenges, and provide training opportunities. For example, when I noticed a gap in safety practices during complex tree removals, I organized a hands-on safety workshop tailored to our team's specific needs. As a certified arborist and TRAQ professional, I led the session with practical demonstrations and tips. The result was not only a significant improvement in safety standards but also a stronger sense of camaraderie among the team. This proactive, inclusive approach ensures that my employees feel equipped, appreciated, and motivated to perform at their best.

Josh Qian · Answer

We actively promote an inclusive environment by organizing workshops and training sessions on cultural awareness and collaboration. These help us better understand one another and enrich our approach to customer service, allowing us to connect with a broader range of clients.
We also prioritize well-being and work-life balance. We encourage flexible work arrangements and offer resources for mental health support. The commitment to our team's overall wellbeing helps reduce burnout and keeps morale high, which is crucial in maintaining a motivated workforce. We genuinely care for our employees' wellbeing to cultivate a culture where everyone feels valued and inspired to contribute their best work.

Denise Murray · Answer

Creating a strong company culture starts with values that everyone can rally behind. At our company, we emphasize transparency, education, and compassion. We advocate for these values in our external messaging and in how we treat each other as a team.
It's important that everyone feels their work is meaningful and connected to the larger goal of improving mental health.
One practice that's been effective for us is encouraging open conversations about mental health within our team. We regularly hold informal check-ins where employees can share their thoughts or challenges in a safe space. It's more than just a casual chat; it's about showing that we genuinely care about the well-being of everyone involved in our mission.
During one of these sessions, a colleague opened up about feeling overwhelmed while juggling multiple projects. Instead of brushing it off, we worked together to adjust deadlines and redistribute tasks. It showed that a supportive culture doesn't just help individuals, it lifts the whole team.
Focusing on mental health as part of our company culture has strengthened trust and made our work more meaningful. When people feel valued and understood, they bring their best selves.

Georgi Petrov · Answer

My approach to building and maintaining a strong company culture revolves around fostering open communication, trust, and shared values. I believe that when employees feel they have a voice and that their contributions matter, it creates a positive environment where collaboration thrives. 
This starts by making sure that the leadership team is transparent about the company's goals and vision, and encourages team members to offer ideas and feedback regularly. A culture where employees feel comfortable sharing their thoughts leads to higher engagement and innovation.
One practice I've found particularly effective is regular one-on-one meetings with team members. These meetings provide a space for employees to discuss their concerns, share feedback, and align on personal and professional goals. It's also an opportunity to provide constructive feedback and acknowledge their contributions, which strengthens trust and motivates them to perform their best.
For example, I had a team member who was feeling disconnected from the larger team and unsure about their role. By scheduling a one-on-one meeting, we were able to discuss their challenges and come up with a plan to better integrate them into projects that aligned with their strengths. Not only did their performance improve, but they also felt more valued and connected to the company's mission.
This practice has been instrumental in creating a culture of mutual respect and support, which is key to long-term success. It encourages personal growth, helps identify and address issues early, and strengthens team bonds.

How to Build and Maintain a Strong Company Culture: 25 Effective Practices

How to Build and Maintain a Strong Company Culture: 25 Effective Practices

Celebrate Individual Contributions

Define Clear Objectives

Foster Emotional Connection

Empower Employees to Take Ownership

Encourage Storytelling Within the Team

Conduct Informal Check-Ins

Host Regular Culture Check-Ins

Align Strengths with Meaningful Projects

Hold Regular Team Check-Ins

Offer Flexible Work Arrangements

Implement Ride-Along Training

Model Values Through Leadership

Hold Weekly Team Check-Ins

Empower Team Members

Host Coffee Chats

Implement Impact Spotlight Sessions

Normalize Discussing Mistakes

Hold Regular Team Meetings

Conduct Open Feedback Sessions

Hold Monthly Culture Check-Ins

Volunteer Together as a Team

Host Regular Team Meetings

Organize Cultural Awareness Workshops

Encourage Open Conversations About Mental Health

Conduct One-on-One Meetings