How to Create a Great Workplace Culture: Free and Effective Strategies

Ask a hundred people what makes a great workplace, and you'll likely get a hundred different answers. Yet, many responses will circle back to a single theme: "I need to work somewhere with great culture.” This desire tops the wish lists of job seekers and becomes a rallying cry for HR leaders striving to attract and retain top talent.

A strong workplace culture reduces attrition rates and saves costs on non-growth related recruiting, onboarding, lost productivity, and innovation. While the topic is complex enough to fill a 1,000-page book, many key ingredients for a great culture are surprisingly simple and cost-effective.

1. Let People Be Themselves

When people feel free to be themselves, they’re more engaged and productive. Imagine the difference between faking enthusiasm and genuinely loving what you do—there’s no contest. Authenticity fuels passion, and passion drives results.

Picture this: gripping the steering wheel with white-knuckled tension while a voice from the backseat nitpicks every move you make. "You’re turning too early," "You’re too close to the car in front," "It’s freezing in here," "This music is awful." Each comment feels like a jab, chipping away at your confidence. Your heart races, palms sweat, and you find yourself hesitating, second-guessing every decision. This isn't just a bad drive; it's the everyday reality of working under a micromanager.

Years ago, a former manager scrutinized every email subject line and detail, never offering coaching, only playing "gotcha." After client meetings, I felt elated—the clients were engaged, I hit my points, and even made them laugh. But my manager saw it differently, criticizing me for showing too much personality and not sticking strictly to business.

My manager’s need for control turned our workdays into a grind of copying emails I didn’t write, with their “proven” subject lines leading to zero client meetings. Meanwhile, I thrived on genuine conversations, earning trust, and building relationships. Yet to my manager, I was failing. Success meant being their carbon copy, and any non-business chat was a waste. They couldn't see that engaging clients on a personal level was key to real connection because it wasn’t their style. Their rigid approach turned our team’s life into a nightmare, refusing to see that there are many ways to achieve success.

Think of a garden. If you only plant one type of flower, it might look nice, but it’s nothing compared to a garden full of different flowers, each bringing its own color and fragrance. A diverse, authentic team is like that vibrant garden.

2. If They Show Up for You, Show Up for Them

Life is a rollercoaster, looping, spinning, and twisting through the good, bad, and ugly. Even the best of us can struggle to keep personal and professional lives separate. Midway through January this year, I received a text from my best friend that another friend had taken his own life. Less than two weeks later, on February 2nd, minutes before our morning team huddle, I got a text message that my father had died. These incredibly layered situations could have overwhelmed me, but my experience at 24 Seven was a testament to the power of a supportive workplace. My manager, colleagues, and EVP all said, “Take whatever time you need; we’re here for you.” Their flexibility and understanding were a blessing, providing me with the breathing room I needed during a tumultuous time. I’ll never forget their support.

I’ll also never forget my first month at 360i in Atlanta, where I clicked with a colleague who remains a good friend to this day. She shared her journey of rising through their JA program, an SEM bootcamp with best-in-class practical training, all while being a single mom. One Christmas, she forgot to take her child’s gifts out of her car, and while she was at work, her car was broken into, and all the gifts were stolen. Devastated and wondering how she’d replace everything, news of her situation reached Jared Belsky. The details aren’t mine to share, but what she said next has stayed with me: “360i helped me give my child a Christmas that year. They showed up in a way I’d never expect a company to. Under Jared’s leadership, it feels like a family here.”

Imagine your life as a sundial, only telling time when the sun shines upon it. When someone brightens your days, and "shows up", casting light on your path, be their sun, providing clarity and direction when their skies turn gray.

3. Actively Listen

A quick search on U.S. levels of loneliness reveals astonishing results. While businesses are not responsible for solving this complex issue, our professional lives are undeniably intertwined with the loneliness epidemic. People may feel lonely because they feel unseen or unheard.

Active listening bridges the gap between employees and leadership, serving as a frontline defense against attrition. I recall a client who, over 18 months, voiced concerns about a toxic department leader. During this time, more than half of the department resigned. Replacing these positions became nearly impossible because word spread, and no one wanted to work under such conditions, regardless of pay, unlimited PTO, or flexibility—the backfilled roles stayed open, creating double, maybe triple the amount of work for employees who stayed. It took over a dozen complaints and a year and a half to finally remove the toxic manager. Active listening (and taking action) could have saved the company a fortune in hiring costs and, more importantly, protected its reputation.

Active listening functions as the attentive conductor, ensuring the harmony of the entire team. A great workplace culture is orchestrated when leaders actively listen to their employees, addressing issues before they escalate. Just as a conductor's proactive attention can perfect a symphony, active listening bridges the gap between employees and leadership, fostering a supportive environment that deters attrition.

The examples shared demonstrate that creating a strong "great"workplace culture doesn’t always require a massive budget. Allowing employees to be authentic, showing up for them during their toughest times, and actively listening are all tangible, free solutions that can significantly enhance workplace culture. These actions foster an environment where employees feel valued, engaged, and supported, leading to increased productivity and reduced attrition.

It’s important to remember that building a great culture is a two-way street. Employees also play a crucial role in cultivating and maintaining this environment. It’s essential to share positive experiences and contributions just as much as grievances. When employees evangelize positive aspects of their workplace, it reinforces and perpetuates a supportive and thriving culture.

Moreover, hiring managers and HR leaders aren’t psychics. If they are not directly exposed to a problem, they may not know it exists. It’s crucial to communicate issues before they fester and become toxic. Speak up and share your experiences, both good and bad. This proactive approach helps create a workplace where everyone can flourish.

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