Let’s talk about something every leader knows matters—but not every leader knows how to tackle: culture.

Maybe you’re new to your role and inherited a less-than-inspiring culture. Or maybe you’re a seasoned leader, and the culture slowly slipped while you were scaling, firefighting, or just trying to survive.

At first, the cost of a struggling culture might not have seemed like a big deal. But now, you’re starting to wonder: What is this culture really costing me?

The answer?
Trust. Morale. Performance. Sleep. Sanity. And yes—money.

The good news? You can turn things around. Today, I’m sharing 7 actionable strategies you can implement this week to build a positive, thriving workplace culture—no matter where you’re starting from.

1. Clarify Your Desired Culture in Plain Language

Let’s start with the basics: What even is culture?

Culture isn’t your values poster. It’s not your mission statement. It’s not your HR manual.
Culture is what we do, how we do it, and how we feel about it. It’s the shared, lived experience of your team.

Ask your team this simple question:

“When we’re at our best, what are we doing—and how are we doing it?”

Use what they say to identify key themes like collaboration, creativity, or trust. Then write those themes in plain language. Turn that into a short, clear “culture code”—a team compass that defines what “great” looks like on your team. Use it in hiring, meetings, recognition, and feedback. This makes culture tangible, not theoretical.

2. Normalize Feedback (All Kinds)

Want a thriving team? Become the CFG—Chief Feedback Giver.

Not CFO. CFG. 😉
Great culture happens when feedback is normal, not rare.

Give quick, real-time feedback:

“That report you sent this morning was super clear and helpful. Thank you.”

And ask for it too:

“Can you give me feedback on how that meeting went and how I could make it better?”

Normalize feedback until it’s just the way we do things around here. Think of it like teaching someone to drive. The best learning comes from consistent, timely, encouraging correction. Culture works the same way.

3. Systemize Connection

Connection doesn’t happen by accident—it must be part of your system.

You don’t assume connection just because people work together (just like being married doesn’t automatically mean you’re connecting with your spouse). You have to plan for it. Prioritize it. Make space for it.

Not sure where to start? Try my 10-Minute Meeting Kickoff Guide to build intentional connection into every meeting without awkward icebreakers.

It’s not about cheesy hacks—it’s about consistently showing your people that you see them and care.

4. Invite Disagreement

I know—this one feels tough. But if your people never push back, it probably means they don’t feel safe to.

Disagreement isn’t disloyalty. It’s a gift. It means your team is thinking, caring, and invested.

Try this:

“What’s something we’re doing that could be better—and you may have been hesitant to bring it up?”

Then—just listen. Don’t defend. Don’t explain. Thank them. That’s how you build trust and get to the real issues (and solutions).

5. Celebrate Progress, Not Just Big Wins

If your organization is functioning at any level, someone is making that happen every day. And that’s worth noticing.

You don’t need to wait for huge milestones to celebrate. Progress is worth it. Every consistent step matters.

Want an easy way to start? Use the Meeting Kickoff Guide to build celebration into your weekly rhythm.

6. Communicate Your 'Why' Consistently

Purpose matters more than ever. Consider this:

• Employees who believe their company has a meaningful purpose are 52% less likely to be looking for another job.

• Those who feel a strong sense of purpose are 4x more likely to be engaged.

Don’t just assume people “know the mission.” Talk about why their work matters. Regularly.

One leader I coach recently realized that her fear of giving feedback stemmed from self-preservation. But once she understood why it mattered to her and to her team, she stepped up—and it changed everything.

7. Don’t Wait for Perfection—Start Now

You don’t have to overhaul your entire culture in a week. Just take one step. Then another. And another.

Start by clarifying what great looks like on your team. Then normalize feedback. Make connection part of your rhythm. Invite brave conversations. Celebrate real progress. Keep reminding people why it matters.

Culture isn’t built in one day—it’s built every day.

Want more tools like the ones I mentioned here?
Grab the Ultimate Meeting Kickoff Guide and start building a culture you’re proud of—one small, intentional step at a time.