Best Ways to Improve Company Culture in 2025

Recently I was working with a new client and asked about their existing core values.  They proudly pulled out a set of “core values” designed by their marketing firm.  

And they should be proud, these values were beautifully written, but they were just “words on the wall” – disconnected from who the business really was (or wanted to be). 

Values are just words, until you pour meaning into them through action. Then they become the definition of your culture – your corporate DNA.  

You Must Nurture Values for Them to Be Effective

If you want your values to stick, you need to nurture them constantly. Think of it like watering a plant—the more consistent you are, the stronger it grows. 

The same goes for culture. The more you highlight and celebrate behaviors that align with your values, the more ingrained they become in your team’s everyday actions.

Best Ways to Improve Company Culture

Some of these might be easier said than done. But believe me, if you’re consistent with these actions, I guarantee your organization will benefit in the long run!

Recognize Positive Behaviors in Real Time

Employee of the Month awards are fine. But if you really want to make an impact, recognize greatness as it happens. Did someone come up with a brilliant idea in today’s meeting? Acknowledge it right then and there. Shout it from the rooftops—or at least in the company Slack channel.

Focus on highlighting 5, 10, or even 15 positive behaviors regularly. This takes a conscious effort on your part (the CEO, leader, or manager). It could be anything from praising creative thinking to volunteer work.

From a neuroscience standpoint, this kind of immediate recognition builds the right pathways in the brain, encouraging more of that good stuff. Sure, it might feel like a slow burn at first, but consistency is key. Don’t ditch the practice just because you don’t see instant results.

In our planning sessions, I place a beautiful gift bag full of candy called “The Bag of Appreciation” in the middle of the table.  Nobody can take a candy for themselves (not even me).  When someone lives a value, asks a great question, thinks out of the box or does something AWESOME, a peer may offer them a candy.  

It’s designed to reinforce peer nurturing of great behaviours and build it directly into the culture of the management team.  

Show Gratitude

We’re all human, even your staff. We crave recognition and appreciation. Expressing gratitude helps people feel respected and valued. It also rewires the brain to focus on positive interactions.

Make it a habit to consistently thank your team. Whether it’s a quick “Great job on that report” or a more formal acknowledgement in a meeting, these moments build a supportive environment where people feel seen.

Not only that, but it’s amazing for employee engagement. And do you know why that’s good? High employee engagement leads to 18% more sales, 43% lower turnover, and most importantly, it makes for happy people. Your workplace becomes more than just a place to work. If you’re good, it becomes a happy place.

Teach Employees to Think

Look, as a manager or CEO, it’s easy to fall into the trap of thinking you have all the answers. But the real magic happens when you leverage the skills of your team and help them find their zone of genius.

Don’t just solve all the problems yourself. Coach them through it! When someone comes to you with an issue, ask questions like:

“What solutions have you considered?”

“What would you recommend?”

Or comment with…

“That’s a brilliant idea—let’s run with it!”

This approach not only empowers your employees but also fosters a culture of innovation and ownership.

Purge the Toxicity

No one likes firing people. Well, maybe some do. But in reality, it might be a good move for you and the employee getting the boot. It’s not just about letting go of a person with a bad, toxic attitude. It’s about weeding out poor cultural fit.

Remember this: Your culture is defined by the worst behaviors you tolerate. In other words, your chain is only as strong as its weakest link (aka, cultural fit). Everyone on the team needs to be on the same page in terms of core values. Letting someone go can be a new beginning. Someone who’s a better fit might be eager to fill the role.

Ideas to Improve Culture in the Workplace

To wrap things up, let’s summarize some key actions:

• Recognize and celebrate positive behaviors immediately.
• Consistently express gratitude to your team members.
• Encourage employees to think independently and offer solutions.
• Address toxic behaviors promptly—even if it means making tough personnel decisions.
• Reinforce your company’s values through daily actions, not just words on a wall.

Improving company culture isn’t a one-and-done deal. It’s an ongoing process that requires commitment, consistency, and sometimes, tough choices. But the payoff? A workplace where people feel valued, engaged, and motivated to give their best.

Remember, culture isn’t built overnight. It’s the sum of everyday interactions and behaviors. Start small, be patient, and watch how these changes ripple through your organization.

Ready to take the next step? Let’s make it happen.