16 things you can start doing today to lift your workplace culture & wellbeing

Co-authored by Kate Klouwens (MitoQ’s HR Business Partner) and Nikki Trautz (MitoQ’s HR Coordinator)

What does a positive work environment look like at MitoQ? You could say that culture is the unseen way that things work in a business and, at MitoQ, we are incredibly intentional about creating the type of culture where people can be themselves and thrive. Let’s face it, if you don’t focus on it – then the culture you’ll end up with by default is likely to be one you don’t want! Here are our top tips for building a positive workplace culture.???

1. Be accessible??

Communicate more than you think you need to – connection is key. With so many people now working from home, it can be even harder to notice the signs that someone is struggling. Be intentional in checking in with your people and really listen to what is happening for them. When someone shares that they’re struggling, you won’t always know what to say or do. What’s important is to make space to hear how they are truly doing and be compassionate. They may not want to share much detail, which is completely fine. Knowing that they can is what matters.??

2. Be flexible??

Don’t make assumptions about what people need; they will likely need different things at different times. Take a customised approach to stressors, such as challenges with childcare or feeling the need to work all the time, and proactively offer flexibility. Be as generous and realistic as possible. Flexibility can help people thrive amid continued uncertainty. Rigidity is out.?

3. Be vulnerable?

There is no disputing the impact of the pandemic globally, with no one person remaining untouched in some way. It has unilaterally upended the way we interact with each other, how we do business, and how we respond at a fundamental level. One silver lining is the normalising of mental health challenges. Almost everyone has experienced some level of discomfort. Being honest about your mental health struggles as a leader helps to create moments for others to feel comfortable talking about mental health challenges of their own. Vulnerability helps us to reconnect at a supremely trusting level and gives us the opportunity to step into those moments with grace and respect. Be human.?

4. Model healthy behaviours?

Don’t just say you support mental health. Model it, from the top down, so that others feel they can prioritise their own self-care and set boundaries. Share that you’re taking a walk in the middle of the day, having a therapy appointment, or prioritising a staycation (and actually turning off email!) so that you don’t burn out. Don’t be so hung up on what needs to be done that you forget to take care of yourself.?

5. Have a clear purpose?

It’s a classic starting point but people need to have a sense of purpose at work. Their happiness and satisfaction are directly connected to knowing that they make a difference. At MitoQ our purpose is to “power the health and ambition of every body” – something we are truly passionate about!?

Your health is crucial to enable you to live your best life – it is the enabler that allows you to achieve everything you want to do – whether that be in your work or personal life. To support our people to power their own health, we developed a wellbeing framework that looks at wellbeing through three lenses – their mental, emotional and physical wellbeing, and designed a suite of programmes, tools and suggestions to enable people to take a “pick and choose” approach and help them achieve as much as they can across life!?

6. Create those moments for social interaction??

Social time is incredibly important to our wellbeing. In an office, it’s easy to grab lunch together, banter when you’re moving through each other’s workspaces, or just chit-chat before the start of a meeting. In a digital and remote workplace, many of these opportunities disappear. At MitoQ we have a regular virtual “town hall” where we reconnect on not only where we are collectively as a company but also allow space for humour and opportunities for praise and celebration.?

7. Trust?

Yes, it can seem counterintuitive not to micromanage, and yes, it is likely to stretch comfort zones but is it possible – absolutely. Show your support by scheduling weekly, preferably one-on-one, meetings to cultivate those relationships and provide opportunities for open communication. It will pay dividends! A positive remote work culture is ultimately made up of trust, recognition, communication and flexibility. When people feel that they are appreciated and trusted from afar, job stability and longevity become the norm.?

8. Company values?

As a company grows, so too does its strategy and vision. Your company values are the pillars that support the company and the common thread that unites your people. They should be clearly and collaboratively defined across the company and resonate with the wider team as an extension of your company purpose and brand.?

9. Company branding?

Who we are and what we stand for, and understanding what distinguishes us from other companies, is a key step in setting both our “brand voice” and unique employee value proposition. Once you’ve got that down, you’re more likely to not only attract, but more importantly retain, the right talent for your culture.?

10. Onboarding?

Having a personalised and considered onboarding process helps to not only establish expectations and goals but provides more depth to those otherwise subtle touchpoints about the company and its overall vibe in more detail.?

11. Fun stuff?

Fast-growing companies more often than not have a lot of moving parts but ensuring a healthy work-play balance will help to keep your people on the right side of that balance. It could be online trivia, a company-wide challenge, or getting a surprise box of goodies. Whatever you choose, the message should be that culture is not only about work.??

12. Form a workplace wellbeing toolkit?

The MitoQ wellbeing toolkit includes:?

• Sit/stand desks?
• Remote working?
• Fruit bowls?
• Complimentary stock?
• Wellbeing allowance?
• Care packages?
• Celebrate milestones and socially interact?
• Regular check-ins?
• Be hybrid – our standard practice is two days WFH and three days in the office – it means the team can easily adapt and we all have the time and space to blend work and home and make it work for everyone?

13. Start small?

Noticing the small things can have the biggest impact on individuals and the team as a whole.?To see them, you need to be present, in the here and now and then act on what you see.?Whether it be encouraging people to take a few hours during the day in recognition of the extra effort, sending a care package when people are unwell, encouraging feedback to be shared and having lunch or a coffee with each other – you can have a big impact on someone else relatively easily!?

14. Give??

Be thoughtful in your interactions. Internally, create an environment where recognising and praising others for accomplishments is encouraged. You’ll be surprised at how much of a lift it gives. Outwardly, look for opportunities that can make a difference to others that also align with your purpose and values.?

15. Make workplace culture and wellbeing a way of life?

When someone demonstrates the values, share it across the whole team.?When someone spots an opportunity to have a positive impact on others, share it.?Encourage the whole team to share ideas and input – the culture is a sum of the whole – make sure everyone is a part of it.?

16. Take what has worked well remotely and integrate it into the office, and vice versa??

Small things like making sure every meeting has a Teams link included means people can join in from anywhere.?Have designated team sessions – whether it be monthly or more frequently to share how the business is performing, the highlights, what’s coming and shout outs to each other – these don’t need to be driven from the top – in fact, a shout out from a peer often has more impact.??