Build Culture Daily

Use quick huddles or short beginning of shift meetings to culture build by highlighting one of the organization’s values or standards. Tell a story about the value or standard in action and discuss common barriers to living the value. Let a different team member lead the conversation each day.

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Guide Employees to Connect to Purpose

To help employees better connect to their purpose, ask them purpose-related questions during one-on-one meetings. Here are a few examples:

  • What do you most enjoy about your work with us?
  • Is there anything you wish you could contribute to?
  • What do you value personally and professionally?
  • How can I as your leader better support your purpose?
  • What about your role are you most proud of and least proud of?
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Create an Appreciation Board

Write one thank you note thanking one employee for extra effort at work, post the note on the board, and provide blank cards and pens for others to add their own notes. Intentional expressions of gratitude by leaders provide opportunities for peers to express gratitude and help employees reconnect to purpose and worthwhile work.

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Evaluate Your Recognition

Is recognition in your organization leader-driven or employee-driven? Do rewards align with the recommended behaviors and values of the organization? How often do individuals get recognition? More than once per year? Evaluate your recognition processes at least once per year and strive to make recognition as employee-centered and engaging as possible.

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Stay True to Your Organization

Employees feel valuable and motivated when they are recognized for their contributions. Authentic, consistent, and specific recognition aligned with the organization’s values is the most effective. Aim for recognition that feels organic rather than forced.

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Harvest Stories

Ask team members to participate in sharing their ‘connect to purpose’ stories regularly – weekly/monthly meetings, all company emails, and during quarterly or yearly leadership development institutes or strategy sessions. Keep a collection of these stories to share with your organization’s newbies and those that need a little reminder of how their work makes a difference.

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Value Based Recognition

Recognize an employee of the month for living out organizational values or create an opportunity for peers to reward each other monthly for living out values.

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Reflect on Values

What does your organization value? How do you role-model one of the values? How do those you work with role-model this value? How can your organization strengthen its commitment to living out the values?

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Develop Norms for Emails

Create organizational standards for email communication. Should the sender receive a response within 24 hours? Are your employees expected to answer emails after-hours? After email standards have been created, leadership will set an example by role-modeling the expected behaviors.

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Admit Your Mistakes

When you realize you’ve made a mistake, make amends humbly and immediately. The more time you let pass, the worse the situation can become.

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Role-Model Pride

List what makes you feel valued. What gives you a sense of pride? Do more of those things.

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Value People’s Ideas

When someone comes to you with an idea, sincerely thank them for it. We give others value when we let them know their ideas are important.

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Show Value by Asking Questions

Learn something new about an employee by asking them about their family or interests. Value is created when we show interest and concern for their well-being.

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Show Your Team They Fit

Ensure everyone on your team has a place, a purpose, is prepared, and is passionate about what they do.

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What Gets Recognized Gets Repeated

Set clear expectations by immediately recognizing individuals who are doing the right things in the right way.

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Priorities Align to Values

Analyze your actions for today and determine if they are in line with the mission and values of your organization. Identify what actions will lead to the most results and spend your time accordingly.

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Live Your Values

Identify what it looks like to model one of your organization’s values for all of your employees. Values shouldn’t live on paper. They live in your actions. Your core values set the expectations for behavior for everyone to model.

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Prioritize for Joy

Identify what priorities will allow you to lead a happy life and let those things guide you.

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Finding Meaning

All of us want to be a key player on a team that achieves something meaningful. Take time today to connect your team to the deeper purpose of the work you do. Reveal a deeper meaning behind your business strategy and actions the team carries out on a daily basis.

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