What happens when your employees love coming to work?
Imagine a workplace where every employee wakes up eager to come to work. Is it even possible? What would it look like?
Well, everyone has their off days, but according to leadership development specialist Mike Ader from Vivid Grey, yes, it’s perfectly possible, and there’s no reason why it couldn’t look exactly like your workplace.
Because, contrary to the opinion of people who fill their offices with football tables and beanbags, what a place looks like is much less important than how it feels. Don’t get me wrong, everyone wants to work in a pleasant environment. But all the modern interior design and perks in the world can’t make up for a toxic culture.
What is culture?
Culture is the invisible force that shapes every experience within a workplace. It’s not simply a mission statement or a list of values, it’s felt in the way people interact, how decisions are made, and whether employees feel valued and heard.
A strong, positive culture fosters trust, collaboration and a shared sense of purpose. A toxic one breeds frustration, disengagement, and ultimately, high staff turnover.
How culture impacts business performance
But the impact of culture extends beyond employee satisfaction. It influences productivity, engagement, and even the quality of customer interactions. When employees feel psychologically safe, supported, and aligned with their organisation’s values, they bring more energy and commitment to their work. They collaborate more effectively, solve problems more efficiently, and are more likely to go the extra mile – to the extent that various studies show a positive corporate culture can increase employee productivity by anything from 13% to 30%.
Culture also directly influences innovation. Where there is a strong, positive culture, employees feel able to challenge existing methods and contribute new ideas. Because they know their contributions matter and their voices will be heard, creativity flourishes.
And finally, a great workplace culture doesn’t just keep employees engaged, it keeps them around. Culture plays a vital role in employee retention – people are more likely to leave a company due to poor leadership, lack of recognition, or a hostile work environment than because of their salary. On the flip side, a strong culture attracts top talent. Companies with a clear mission, values-driven leadership and a positive work environment stand out in the job market. Glassdoor research reveals that 77% of candidates consider a company’s culture before applying, and nearly half would leave their current job for somewhere with a better cultural fit.
This is why employee happiness isn’t just a “nice-to-have” but a business essential. Happy employees aren’t just more engaged, they’re also more resilient, adaptable and loyal. They take pride in their work and contribute to an environment where others thrive too.
Leaders play a critical role in shaping this reality. Through their actions, communication, and decision-making, they set the cultural tone – so let’s explore how to go about it.
How to develop a positive culture
First, let’s look at what makes a workplace that people love.
Ultimately, it’s a place where people feel connected to both the mission and each other, supported by colleagues, where trust works both ways, and there’s genuine care for employees. It sounds fairly simple. But creating an environment where people are excited to show up each day doesn’t happen overnight. It takes time and effort and an intentional leader who encourages transparency and inclusivity and champions a shared vision.
In practice, this means:
- Lead by example
Culture starts at the top. Employees look to leadership for cues on behaviour, work ethic and company priorities, so model the behaviour you want to see. Be accessible and willing to listen: a leader who fosters trust, transparency, and accountability creates an environment where others feel safe and empowered to do the same. And lastly, demonstrate accountability. Own your own mistakes and learn from them, and others will too.
- Establish a clear vision and values
A positive culture starts with purpose. Employees need to understand why their work matters and how it contributes to the bigger picture to be engaged. Make sure they know what the ‘why’ is beyond profit and can see how these values translate into real decisions.
- Encourage employee engagement and inclusion
A workplace that people love is one where they feel heard, valued and included – where they feel they belong. Create safe spaces for employees to share their ideas and feedback and connect with colleagues, whether professionally through collaboration and mentoring or socially. And ensure their efforts and contributions are recognised and celebrated.
- Invest in employee growth and wellbeing
Wellbeing gets mentioned a lot, but this isn’t about duvet days and unlimited holiday. It’s about genuine support for physical and mental welling, whether that’s through wellness programmes or access to flexible working to improve work-life balance. Career development and learning opportunities show employees that leadership cares about their long-term success – and when companies invest in their people, employees invest back into the company.
Sustaining a positive culture
When leaders intentionally build a culture based on trust, inclusion and growth, the ripple effect is undeniable. Enthusiasm spreads naturally, pushing up engagement, encouraging creativity and attracting top talent to fuel a cycle of success. But just as building a positive culture doesn’t happen automatically, it requires effort to sustain one too.
As businesses evolve, so do their people, making it essential to continually improve, assess and adapt.
Think about what contributes to your positive culture and check regularly that these boxes are still ticked in your organisation. For example, undertaking regular employee surveys provides insights into engagement and morale, while performance metrics reveal how culture impacts productivity. Keep a close eye on employee turnover rates as these can signal deeper issues and overall employee dissatisfaction. If someone does leave, do an exit interview to understand their reasons.
Sustaining a strong culture also means making tough decisions to protect it. Keeping toxic employees – no matter how talented – can undermine a positive culture, erode trust and damage morale. Equally important is hiring for cultural fit to ensure that new team members contribute to the positive environment you’ve created. A great culture thrives on diversity of skills, perspectives and personalities (we’re not talking about creating a cookie-cutter workforce here) but all employees should align with the company’s core values.
By continuously refining their business culture, leaders can create workplaces that are happier, healthier and more successful for everyone.
