Practical steps executives can take to build extraordinary work cultures

Leadership is an ever-evolving art, and executives today are expected to be able to architect exceptional company cultures. This ability requires more than business knowledge and skills; it requires us to cultivate the personal qualities of being open to listening to suggestions and feedback, providing clear communication, having a strong vision that inspires action, and caring about the needs of our employees.

Creating an exceptional work culture creates real business advantages in areas that matter to executives. It can help improve employee engagement, increase productivity, and build trust among employees and customers. Additionally, when executives foster a workplace culture of high standards, they create an environment where employees feel valued and respected, which can also increase morale and reduce turnover.

The most important thing an executive can do to build a healthy work culture is to actively listen to their employees and create an open, safe and comfortable space where everyone can share their ideas and concerns. This focus creates an environment that is conducive to innovation and creativity, which ultimately leads to better customer experience, stronger customer loyalty, and higher profits. This kind of exceptional work culture also helps companies attract top talent, allowing them to stay ahead of the competition.

Practical steps executives can take to enhance their company culture include:

1. Facilitate team building. Executives can lead team building activities to create a cohesive workplace environment. These activities can range from team lunches and outdoor events to communication or problem-solving exercises that focus on collaboration and communication. When Andrew Barlow took over as CEO of Red Hat in 2019, he set out to build a culture of collaboration and shared ownership that unified the remote, hybrid, and office-based teams. He set up a "culture council," made up of teams from all parts of the company, to ensure there was an open exchange of ideas between everyone. They held weekly meetings where they discussed relevant topics such as diversity, inclusion, and mental health support. This created a sense of belonging and connectedness between colleagues, regardless of their location.

2. Promote open and transparent communication. Executives can help promote a culture of open, honest communication by establishing rules for how people in the office interact with each other, setting expectations for speaking up at work, and taking time to listen to ideas. Develop your awareness of the subtle ways that you may be rewarding or discouraging certain behaviours. And remember that people pay more attention to what you do than what you say. If you model transparency, it send a powerful message that encourages others to do the same. In your actions, make sure you demonstrate trust and respect for employees.

For example, Dave Gilboa, co-founder of Warby, implemented a unique work culture by introducing transparency in the company. His philosophy was to make sure that all employees understand how the company is doing and why decisions are being made. He achieved this by giving each employee access to the company's financials as well as regular town hall meetings to discuss progress and answer questions. By doing this, he was able to develop a collaborative atmosphere that kept all employees motivated and engaged.

3. Create opportunities for development. Executives can encourage employees to take on new roles and responsibilities, attend relevant training sessions, and take part in activities that will advance their career development. Allowing employees to take on meaningful, challenging tasks that help them continue to grow will help foster a better working environment. Marissa Mayer, former CEO of Yahoo, invested in the development of professional skills of her employees through workshops and tuition reimbursement, which contributed to a more productive workplace and improved morale among Yahoo's employees.

4. Set up consistent expectations and rewards that reinforce culture across a hybrid work environment. Executives should set clear expectations and goals, provide regular feedback, reward and recognize employees for their hard work, and foster an environment of inclusivity, diversity, and mutual respect. After Zoom's transition to a hybrid work model during the pandemic, COO Alison Goldman led the charge to create a culture of belonging for employees. She set up a rewards system to recognize remote team members for their hard work, and she launched virtual events to bring remote and office-based employees together for fun activities and learning opportunities.

We can inspire our teams to build exceptional work cultures by leading by example, being clear and consistent in our communication, setting ambitious but achievable goals, recognizing employee contributions and providing clear paths to a future vision. Most of all, employees respect and value executives who genuinely care about and respect them.