In many instances, companies will fixate upon fulfilling deadlines in order to improve profits. They could be inadvertently harming the bottom line in the process by entirely neglecting workplace culture.

Workplace culture encompasses common values within a company, relationships among employees and managers, and the social dynamics that develop around those matters. The development of workplace culture dictates the interactions of all stakeholders on a daily basis. 

From employee retention to company reputation, workplace culture can have profound effects on profitability. Below are four ways to foster a positive workplace culture.

1. Improve programs over long periods

Colin D. Ellis, an award-winning culture change and project management specialist, stresses the importance of intentionally cultivating a positive change in the workplace through programs. Establishing core values, setting up communal events, and scheduling special activities that encourage health are possibilities.

The key to making them work, however, is to continue offering programs even if there are no immediate results. Ellis explains that “most culture change ‘programs’ fail at the first hurdle because senior executives are looking for immediate financial paybacks and yet what they often miss is that these are possible only when employees feel safe and see those same people walking the talk.”

2. Engagement by all levels

Managers cannot establish a program for frontline workers and walk away. All levels of the workforce must engage with the program. In fact, increasing the divide between manager and worker is dangerous. Dr. Pragya Agarwal, a contributor for Forbes, expresses the need for executives to be examples for future change. 

All stakeholders are part of the workplace culture, and by placing the need for change upon frontline workers, managers imply that they are the problem that must be corrected.

3. Vertical communication

One of the most crucial aspects of any positive workplace culture is free and safe communication between workers and management. Writing for the Society for Human Resource Management, Alexander Alonso states that “a lack of communication between managers and workers is a leading contributor to the culture challenges facing many organizations.”

“Managers are in a prime position to build strong and positive workplaces by listening to employees, holding workers and leaders accountable for their actions, setting well-defined expectations and clarifying essential information,” he explained. 

4. Clear expectations and purpose

Clear expectations about culture are crucial in both daily operations and long-term workplace initiatives; they create motivated employees who strive to contribute to the company’s mission.

Without direction, employees will burn out. However, when goals are met and rewarded, workers feel appreciated. Vala Afshar of the Huffington Post writes that “a sense of well-being and appreciation strongly influence retention.”

“When people know that their contribution matters to their company, they are less likely to leave,” he asserts. “A sense of well-being and appreciation is directly tied to strong leadership. When employees like, trust and respect their leaders, they are more loyal and committed to their company.”

Qlicket offers solutions that encourage communication between employees and managers. With proprietary methods, Qlicket gives a long-term solution to problematic workplace culture and sets out to improve employee retention.

Written by Qlicket team member Ethan Forde.