HR Masterclass 4.1

Small changes to build a stronger workplace culture

• A negative workplace culture can derail productivity and increase staff turnover.
• Prioritising work culture doesn’t need to cost anything. Authentic interactions with your staff and listening to their feedback and concerns is the best place to start.
• Open communication helps manage expectations and create an inclusive culture.

Workplace culture isn’t defined by big moments or the fancy perks. In small businesses especially, it’s built (or weakened) through the everyday – how people are treated when things get busy, how mistakes are handled and whether good work is noticed. Those “small” signals shape whether your team feels safe, valued and motivated to do their best.

“Culture is what makes people want to show up at work,” says Rana Saleh, human resources at CommBank. She suggests focusing on the practical levers that influence day-to-day behaviour – the things you can control without spending a cent.

Before you jump into fixing culture, take a quick scan of what’s happening now. Are people comfortable speaking up?

Do you hear “that’s not my job” more than you’d like? Do wins get celebrated or quietly ticked off? Your answers will point to where you need to start.

Here are five simple ways to strengthen culture from the inside out.

1. Make values easy to see

Values only matter if your team can recognise them in action. Start by naming the two or three behaviours you want to be known for – reliability, care, initiative, teamwork – then use them as a guide for everyday decisions. When you recruit, give feedback or solve problems, come back to those values so people know what “good” looks like.

Tiny habit to try: Once a week, call out a moment when someone lived a value. It turns words into something real.

2. Create spaces for honest communication

Culture drifts when communication feels like a one-way street. Regular check-ins, clear expectations and genuine listening are what keep teams aligned and supported. This doesn’t need to be formal – the key is consistency. Make it normal for people to share what’s working, what’s not and what they need from you to do their job well.

Tiny habit to try: End the week by asking, “What helped you most this week?” and “What got in the way?” You’ll learn more than you expect.

3. Back up your standards with consistency

Teams take their cues from what leaders repeat. If you want a workplace that’s respectful, proactive or calm under pressure, those behaviours need to be modelled and reinforced in the same way, every time. Consistency removes guesswork and helps people trust the environment they’re working in.

Tiny habit to try: Pick one standard you want to lift (like punctuality, customer care or feedback) and reinforce it the same way for a month.

4. Build loyalty through how you lead

People stay where they feel respected and treated fairly. That means following through on what you say, being clear about boundaries and dealing with issues quickly (but calmly). When something goes wrong, focus on what can be learnt and improved – not who to blame. That approach encourages ownership and keeps morale intact.

Tiny habit to try: When a problem comes up, lead with “What can we change next time?” before discussing the details.

5. Give your team structure they can rely on

A healthy culture needs clarity. Simple frameworks – like role expectations, shared processes or a reliable way to hand over tasks – reduce friction and help people collaborate. Structure doesn’t mean rigidity; it means your team knows where they stand and how to succeed.

Tiny habit to try: Ask each person to summarise their top priorities for the week in one sentence. It surfaces gaps early and keeps everyone on the same page.

Micro-rituals that make culture stick

Once the foundations are in place, small rituals help culture live beyond good intentions. Try one or two that suit your business:

• Start the week with a quick “what’s on + what support do you need?” round.
• Share a customer win or positive feedback with the team.
• Pair new hires with a buddy for their first month.
• Create a standing “thanks and shout-outs” moment in your team chat.
• Mark milestones (big or small) with a simple team acknowledgement.

These low-effort habits build connection, pride and momentum.

A 5-minute weekly culture check 

If you want culture to improve over time, measure it lightly but regularly. Put these three questions in your calendar each Friday:

1. What felt good in the team this week?

2. Where did we get stuck and why?

3. Who deserves recognition and for what?

That rhythm keeps culture visible and helps you correct small issues before they become big ones.