Building a Future-Ready Culture Without Losing Engagement

You have all probably heard me talk about it before. Culture isn’t just a buzzword, and it’s definitely not just a bunch of posters on the office walls. ?

Culture is the foundation of the company. It’s the backbone of how your organization operates, how it shows up for customers, and how it attracts and retains talent. Yet, despite its importance, only 2 out of 10 employees feel connected to their workplace culture. This disconnection leads to lower engagement, increased burnout, and a constant churn of people looking for the exit door. ?

A strong culture is more than a differentiator; it’s a driver of performance. And in today’s evolving work environment—where remote and hybrid work dominate—keeping culture alive and thriving is more important than ever.?

Why Culture Matters More Than Ever?

Culture is what shapes your organization’s identity and drives every interaction with both your customers and employees. It’s not just about slogans on a wall or values listed on your website. It’s how you live out those values every day. Companies that create strong cultures see the benefits ripple throughout their business. ?

According to Gallup, employees who are connected to their culture are:?

• 4 times as likely to be engaged?

• 62% less likely to feel burned out?

• 43% less likely to be actively job searching?

Gallup’s research makes it clear: the more connected employees feel to the culture, the better they perform. And it doesn’t stop at engagement. Companies with strong cultures see better customer satisfaction and higher retention rates. That’s the real power of culture—it doesn’t just stay within your organization. It radiates outward, influencing how the world sees your brand.?

Leadership and Culture: Bridging the Gap?

The challenge many companies face is that while leadership often feels closely connected to the culture, the rest of the organization doesn’t always share that sentiment. It’s not enough for your senior leaders to live the culture; every level of management must embody it, too. Managers play a pivotal role in this equation. They’re the ones translating your values into day-to-day actions. When managers feel disconnected, that disengagement trickles down, negatively affecting their teams.?

The good news is that managers’ connection to culture has seen an uptick in recent months, according to Gallup. This is crucial because managers are the front line when it comes to reinforcing and sustaining your company’s culture. They are the ones who communicate it, model it, and ensure it thrives within their teams. When they’re bought in, their teams are far more likely to follow suit.?

Building Culture in a Hybrid World?

Remote and hybrid work have added new challenges to the culture conversation. Some leaders are concerned that working outside of the office weakens culture. There’s a fear that remote employees may feel disconnected, leading to fragmented teams and lost collaboration. But the solution isn’t as simple as bringing everyone back to the office.?

Gallup’s findings show that simply being on-site doesn’t guarantee a stronger connection to culture. Six in 10 employees believe that remote work, if done right, won’t negatively impact culture in the long term. It’s not where your people work that matters—it’s how you engage them with your culture, whether they’re in the office or on Zoom.?

The hybrid work world requires more intentionality. Leaders need to work harder to ensure employees, regardless of location, feel aligned with the company’s mission and values. Building culture in a hybrid environment means shifting the focus from proximity to connection.?

Key Strategies for Fostering a Strong Culture?

1. Make Culture Visible Every Day: Culture isn’t a one-time conversation. It needs to be part of daily interactions. Highlight the company’s values in meetings, emails, and team check-ins. Reinforce the behaviors and actions that reflect your culture consistently.?
2. Lead by Example: Managers are the bridge between leadership’s vision and the employees’ day-to-day reality. If your managers don’t feel connected to the culture, their teams won’t either. Equip your managers with the tools and training they need to lead in alignment with the company’s values, and hold them accountable to live those values.?
3. Reinforce Connection in Hybrid Work: Use technology not just for task management, but for building relationships. Create space for casual conversations and recognition of team achievements. Remote work doesn’t have to feel isolated—it's up to leadership to foster connection, even from a distance.?
4. Link Feedback and Recognition to Culture: Make culture a regular part of feedback conversations. When recognizing an employee’s achievements, tie them back to the organization’s values. This reinforces the importance of culture while showing employees that their contributions matter.?
5. Create Trust and Psychological Safety: Employees need to feel that they can speak up, share ideas, and even fail without fear. Psychological safety is the foundation of a strong culture. Leaders must create an environment where vulnerability and openness are celebrated.?
6. Focus on Team Dynamics: Culture lives at the team level. This is where employees experience it firsthand, through collaboration, feedback, and shared wins. Strong teams that feel connected to one another are more likely to engage deeply with the company’s culture.?

The Role of Exceptional Candidate Experiences?

Culture begins before an employee is even hired. Recent studies show that employees who had an exceptional candidate experience are 3.2 times more likely to feel connected to their workplace culture and three times more likely to be extremely satisfied with their job. The impression you make during the hiring process sets the tone for everything that follows. This means that your culture isn’t just an internal matter—it’s a public one.?

When you attract talent with a compelling cultural message and back it up with a seamless candidate experience, you build strong foundations for engagement and retention right from day one.?

The Takeaway?

Workplace culture is the heartbeat of your organization. It’s what attracts top talent, keeps employees engaged, and drives business performance. But a thriving culture doesn’t happen by accident—it requires intentional leadership at every level. As we navigate the complexities of hybrid work, the key is to focus on connection, trust, and alignment with your company’s core values.?

Managers, in particular, play a vital role in keeping culture alive, so investing in their connection to the company’s values is critical. And while the challenges of remote work are real, they don’t have to be an obstacle. The leaders who succeed in today’s world are those who find new ways to engage, connect, and inspire—no matter where their teams are located.?

This is why we need to be conscious leaders more than ever! Managers who lead with intention, self-awareness, and empathy will make strides above the rest in transforming their employees into a highly engaged team. Conscious leaders don’t just manage tasks; they cultivate environments where trust, engagement, and purpose thrive. If you’re ready to become the kind of leader who drives culture from within, my Future You Bootcamp is designed to help you step into that role with confidence. Join us and start shaping the future of your leadership and your organization. More info to come on the January/February 2025 Cohort!?