Values and behaviours, be they written or unwritten, are a key component of a healthy workplace culture, because they clarify how the organisation and its people should interact. The behaviours and expectations that an organisation believes are important create the right environment for their workforce, enabling everyone – including the business itself – to achieve their goals and ambitions.

Managers guide and impact outcomes within their areas of responsibility. They set direction and use both their actions and words to inspire trust and energy within their teams. The role of Management is integral to building a strong organisational culture that includes role-modelling the values and/or behaviours of the organisation.

Motivation refers to how driven and happy an employee is in their role and in their organisation. If an employee is motivated, they will have a sense of autonomy, mastery and purpose over what and how they perform their role, and are more likely to do a good job and show commitment towards the organisation. 

Respect, or rather mutual respect, is a foundational element for building a positive and healthy organisational culture. It not only contributes towards the well-being of employees but also enhances collaboration, two-way communication, and overall organisational effectiveness.

Two-way engagement encourages open communication between Employees, Management and The Leadership. It creates a platform for sharing ideas, concerns and acts as a feedback loop, fostering a transparent and honest communication channel. This includes clarity of communication from across all parts of the organisation and the extent that employees actively listen to one another.

Organisations are always changing and responding to external and internal factors. It is extremely important to ensure that the right conditions exist within the organisation so positive response and change can come from anywhere in the organisation; this change can then be tested, challenged and embraced by both leaders and employees.

Accountability in the workplace ensures all employees at all levels of the organisation are answerable for their actions, behaviours, and performance. By taking greater accountability of their work employees contribute towards others having a stronger sense of commitment to each other and the organisation.

Empowerment enables employees to take ownership of their work and contribute to meaningful decision-making. An empowered workforce is proven to be associated with better job performance, higher employee satisfaction, and a stronger sense of commitment to the organisation (when given the right resources to do their role).

Trust is the foundation of a meaningful relationship between individuals throughout any organisation and is a key element that contributes towards psychological safety, effective communication, employee commitment and productivity. It leads to stronger working relationships, a healthier organisational culture and delivers better outcomes for both employees and clients.

The mood of an organisation is an important barometer, it summarises how people feel in the role they are performing and in the organisation in which they work. It is influenced by all the component parts of an organisation’s culture and shows the impact that these have on the individual employee as well as customer outcomes and experiences.