How to Build a Strong Company Culture and Workplace in 2025
Building a strong company culture and workplace is essential for any business in 2025. With so much competition to keep up with, you must do everything you can to inspire and motivate your workforce so that they stay proactive in their efforts and also respect and appreciate one another.
Keeping the workplace motivated is easy enough with the right tips. While not everyone can get on, the company culture should always be respectful, and again, this can be easily achieved with care and attention.
Here are a few ways your business can build a strong company culture and workplace in 2025.
Invest in employee development.
When building a strong company culture and workplace, it’s a good idea to invest in employee development where possible. Every employee should be given the opportunity to learn something new and develop their own understanding of skills and knowledge that might improve their job satisfaction and performance.
Investing a certain amount into the company budget for development and training is money well spent. While not every employee might be interested in developing within their role or seeking a promotion, it can be great to offer the opportunity for development to everyone.
Sometimes, that development might be more generic, like understanding and being aware of cybersecurity threats, etc.
Could you bring in new employees where necessary?
There will likely come a time when you don’t have enough resources in-house to manage every opportunity or project that the business has ongoing. Therefore, it’s important to assess the need for new employees if they’re required.
Outsourcing is likely the first step in the right direction when it comes to getting the extra help, but that should only be seen as a temporary solution, especially when somebody could work full-time.
Whether it’s healthcare jobs you’re looking to advertise or marketing jobs, you must be advertising them correctly to attract the right people. Think carefully about what jobs you’re looking to advertise, spend time writing the job description, and plan the questions you’ll ask in the interview room.
It’s important to hire the right people where needed and who fit the workplace's culture and dynamic.
Stamp out any workplace bullying or discrimination
There should be no place for bullying and/or discrimination in any work environment. While it’s sometimes expected within the school playground, it's not something that should exist by the time you start working in the adult world.
However, not everyone has that same attitude, and some employees might choose to be nasty or discriminatory to others within the workplace.
As a manager or owner of a business, it’s important to stamp out any signs of workplace bullying or discrimination immediately.
You can offer flexible working options.
Keeping your employees happy is the secret to ensuring your workplace is a positive environment. It also helps contribute to the company culture you’re looking to improve.
That said, you should consider what flexible options might be needed to improve your employees’ satisfaction.
Flexible working is more common now in the workplace than ever because of the pandemic and the ability to work from home. Some staff work better from their home environment than in the office, so it might be worth looking at what flexible options are available to explore.
Could you make sure your leaders are leading?
It’s often essential to consider what your senior staff and management are doing to help maintain a strong company culture and workplace. As is often the case, your management must be a positive influence on their peers at all times.
With leadership, they’re an integral part of a positive and happy workplace. The culture is also influenced by how well the leaders generally lead their peers and teams. Are they doing enough? Could they improve their leadership efforts? Look at what could be improved and make the changes necessary to ensure leaders and heads of teams are being the best they can be.
Support employee wellbeing
Employee wellbeing is always important to support, as and where you can. If you’re not looking after your employees’ mental health and wellbeing, then this could have a direct impact on their health in general.
That can then have a knock-on effect regarding the quality of work they produce and their productivity levels. It could ultimately lead to them leaving the business, which isn’t what you want as an employer.
I'd like you to find ways to connect with your employees regarding their mental health, from one-to-one meetings to career development plans, to give them some focus and direction.
Always offer recognition and give out rewards where applicable
A great way of helping build a strong and productive workforce is by providing recognition and rewards wherever applicable.
Employees often work hard and achieve goals that are beyond management's expectations.
Where that happens, employees should receive at least the recognition they deserve, as well as rewards that further motivate and inspire them to keep up the hard work. This could be a bonus every so often, an employee of the month title, or even a promotion if it’s been a long time coming.
Could you ask employees for their input?
Employees can offer much value to your business in more ways than one. It’s helpful to get your employees’ input when it comes to improving the company's operations. Don’t be afraid to ask for their feedback and advice so that you can understand what needs to change within the business for it to improve.
There are plenty of ways to build a strong company culture and workplace, so use these tips to ensure it happens within your business this year.
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- Workplace Culture: https://amzn.to/4j2yCOn
- Burnout Proof: https://amzn.to/37prw48
- The Great Resignation & Quiet Quitting: https://amzn.to/3JgeusB
- Baby Boomer Burnout: https://amzn.to/3Yei4rf
- 369 Days: How To Survive A Year of Worst-Case Scenarios: https://amzn.to/38Zd807
- Burnout: How You Entered The Path To Burnout: https://amzn.to/2GQWFyZ
How to Unlock Innovation Through Leadership with Seema Dhanoa
In today’s fast-paced world, many leaders feel burdened by constant change and competition. Yet, the solution often lies not in throwing more tools or methods at problems but in simply listening to your team. In our latest conversation, we dove into what effective leadership looks like and how fostering a culture of curiosity and engagement can spark true innovation.
Let’s explore how you can create a thriving environment by shifting your focus from managing processes to nurturing people.
Embrace Change as a Living Entity
Think of your organization as a living organism.
Just like any creature, businesses must evolve or risk stagnation. Nothing is permanent; even rocks change over time. When leaders treat their companies as static entities, they miss out on the dynamic environment that surrounds them.
Key Point: An adaptable organization is more likely to thrive because it responds to the needs of its people and the market.
Why This Works: When you embrace change, you encourage your employees to be flexible and innovative as well.
Your role is to nurture those ideas and let the collective creativity flow. Remember, even nature requires constant care and attention to flourish. Read more on how adaptability fuels leadership success: The Leadership Paradox: Balancing Stability and Change.
Curiosity Over Control
Successful leaders know that curiosity leads to innovation.
When leaders approach challenges with an open mind and ask, “What am I missing here?” they create an environment where ideas can flourish. It’s about opening the floor to insights from all levels of the organization, allowing those who are closest to the work to shine.
This is important because many leaders believe they must have all the answers, which can stifle creativity.
Key Point: Engage with your team; their input can lead to breakthroughs that benefit everyone.
Encouraging curiosity shows your team that their opinions matter and that together, you can create a brighter future for the organization. Learn how curiosity and open-mindedness can transform leadership: How Leaders Can Foster Innovation Through Active Listening.
Let Go of Ego
Ego can be a leader's worst enemy.
The belief that you must control everything often leads to disengagement among your team. Instead, foster a culture where it's okay to admit when you don't have all the answers. Tap into the collective intelligence of your team.
Why This Works: When people feel empowered to contribute, they are more likely to take ownership of their work.
Key Point: Building trust and respect can dramatically improve performance and morale.
Great leaders lean into vulnerability. They seek help, ask questions, and encourage team members to present ideas and solutions. Check out this article on how leaders can reduce stress by letting go of control: Why Leaders Need to Prioritize Mental Wellness.
Create Meaningful Conversations
To elevate your team, initiate meaningful conversations. Ask questions that prompt thought and creativity. “If you were in charge, how would you approach this?” can empower team members to express their ideas and viewpoints freely.
Why This Matters: The insights gained from these discussions can prevent costly mistakes and drive success.
Key Point: Everyone has unique insights that can dramatically improve the organization.
Establish a welcoming environment for open dialogue, where curiosity is applauded and contributions are valued. Read more about how effective communication builds high-performing teams: Why Workplace Communication Can Make or Break Your Success.
Conclusion
Listening to your team isn’t just about avoiding mistakes; it’s about unlocking the potential within your organization.
Embrace adaptability as a cornerstone of your leadership style.
Encourage curiosity to foster innovation and engagement.
Let go of control and build trust with your team members.
Promote meaningful conversations to create a culture that values ideas and collaboration.
Going forward, consider how you can make small shifts in your leadership approach to cultivate a space where innovation thrives. Your organization—and the people in it—will thank you.
Explore insights and strategies for success with Breakfast Leadership Network, your trusted source for leadership articles, shows, and more. Subscribe today to stay informed and inspired!
LinkedIn: https://linkedin.com/in/MichaelDLevitt
X (Twitter): https://X.com/bfastleadership
Instagram: https://www.instagram.com/bfastleadership/
YouTube: https://youtube.com/@breakfastleadership?sub_confirmation=1
TikTok: https://www.tiktok.com/@bfastleadership
Blog: https://BreakfastLeadership.com/blog
Interviews: https://BreakfastLeadership.com/media
Podcast: https://apple.co/3ywz8SE
Books:
📖 Burnout Proof: https://amzn.to/37prw48
📖 The Great Resignation & Quiet Quitting: https://amzn.to/3JgeusB
📖 Baby Boomer Burnout: https://amzn.to/3Yei4rf
📖 369 Days: How To Survive A Year of Worst-Case Scenarios: https://amzn.to/38Zd807
📖 Burnout: How You Entered The Path To Burnout: https://amzn.to/2GQWFyZ
From Rookie to Rockstar: Mastering the Art of Management as a Newly Promoted Leader
New to management? Master essential skills like leadership, communication, and problem-solving to inspire your team and drive success in your new role.
Congratulations—you've just been promoted to a managerial position! While this is an exciting time, it can also be daunting as you face new responsibilities and challenges. As a new manager, you'll need to develop and refine various skills to effectively lead your team and drive success for your organization.
Essential Management Skills for Success
To excel in your new role, you'll need to master several key management skills. These include:
Leadership: As a manager, you must inspire, guide, and motivate your team to achieve common goals. This involves setting a clear vision, leading by example, and fostering a positive work environment. Learn more about developing strong leadership skills here.
Communication: Effective communication is crucial for managers. You must convey expectations clearly, provide feedback, and listen actively to your team members. Discover how to improve workplace communication.
Decision-making: Managers often face complex decisions that impact their team and the organization. Developing strong decision-making skills based on data and critical thinking is essential. Check out this guide on making better business decisions.
Problem-solving: Inevitably, problems will arise in the workplace. As a manager, you must be able to identify issues, analyze potential solutions, and implement effective resolutions. Explore problem-solving strategies for leaders.
Emotional intelligence: Understanding and managing your emotions and those of your team members is a vital skill for managers. This includes empathy, self-awareness, and the ability to navigate interpersonal relationships. Read about the role of emotional intelligence in leadership.
Delegating Effectively and Managing Time
One of the new managers' most significant adjustments is learning to delegate tasks effectively. It can be tempting to take on everything yourself, but this approach is unsustainable and can lead to burnout. Successful managers understand their team members’ strengths and weaknesses and assign tasks accordingly. Avoid burnout with these essential time management tips.
In addition to delegation, time management is a critical skill for managers. With increased responsibilities, it's essential to prioritize tasks, set realistic deadlines, and ensure that your team is working efficiently. This may involve using tools like calendars, to-do lists, and project management software to stay organized and on track. Discover productivity hacks for busy leaders.
Building and Leading High-Performing Teams
As a manager, your success largely depends on your team's performance. Building a strong, cohesive team requires a combination of effective recruitment, employee development, and team-building activities.
When hiring new team members, look for individuals with the necessary skills and experience that align with your organization's values and culture. Once you have a team, invest in their growth and development through training, coaching, and mentoring. Find out how to create a thriving workplace culture.
Regular team-building activities, such as simple team lunches or more structured workshops and retreats, can help foster collaboration, trust, and open communication among team members. Learn how to build and retain a high-performing team.
Managing Performance and Resolving Conflicts
Performance management is a critical aspect of a manager's role. This involves setting clear expectations, providing regular feedback, and conducting formal performance reviews. When delivering feedback, focus on specific behaviors and outcomes and provide actionable steps for improvement. Master the art of giving feedback to employees.
Despite your best efforts, conflicts may arise within your team. As a manager, you must address these issues promptly and professionally. This involves actively listening to all parties, remaining impartial, and working towards a resolution that benefits the team and the organization. Explore effective conflict resolution strategies.
Strategic Planning and Resource Allocation
As a manager, you'll be involved in strategic planning and resource allocation for your team and department. This requires a deep understanding of your organization's goals and the ability to think critically and adapt to changing circumstances.
When developing strategies and allocating resources, consider the following:
Alignment with organizational objectives
Long-term sustainability and growth
Efficiency and cost-effectiveness
Potential risks and challenges
Learn how strategic thinking can elevate your leadership.
Embracing Continuous Learning and Growth
Finally, new managers must embrace a growth mindset and commit to continuous learning. The world of work is constantly evolving, and successful managers must be adaptable and open to new ideas and approaches.
Seek opportunities for professional development, such as workshops, conferences, and mentorship programs. Stay up-to-date with industry trends and best practices, and encourage your team members to do the same. Discover why lifelong learning is essential for leadership.
Remember, becoming an effective manager is a journey, not a destination. As the renowned management consultant Peter Drucker once said, "Management is doing things right; leadership is doing the right things." By focusing on developing your skills, building strong relationships, and making strategic decisions, you'll be well on your way to success in your new role as a manager.
Discover insights and strategies for success with Breakfast Leadership — your go-to source for leadership articles, shows, and more. Subscribe today to stay informed and inspired!
What Are The First Steps To Effective Crisis Leadership?
Photo by Christina Morillo from Pexels
Being on unfamiliar territory always presents a challenge to us as business leaders, and there has been no more unexpected challenge than the current global pandemic. Overnight, the future has become uncertain, whole industries have ground to a halt while others have flourished, and nations have had to get used to working from home becoming a new way of life. What the crisis has shown is just how innovative we can be when we need to, adapting our products and services rapidly to meet ‘the new normal’. And it's a fact that while some businesses will be feeling the aftershocks of this for quite some time, others will emerge stronger, leaner and more profitable because of the experience.
Effective Leadership
Those companies that do thrive will tend to have one thing in common - a leader who can guide the organization through the troubles and respond to rapidly fluctuating conditions with one eye still on the future development of their business. So how best do you guide a team and yourself through such an unprecedented situation - and any crisis scenarios in the future?
Assessing Strengths
When the worst happens, the default response is to look externally - how do we stabilize sales, increase marketing, cut back on overheads? And while this is valuable, one of the best leadership development areas you can focus on is also the ability to focus inwards - on the strengths you have that will shape your approach to this challenge, and on the strengths that your team has that you can level at the problem. Great leaders don’t have to have the answer to every problem - they need a mature emotional response that allows them to understand their own limitations. You will get the best results in a crisis from operating within your personal strengths, and getting the right people in areas where you are not so strong. Processes like 360 feedback can be useful for this in understanding how you are viewed within the organization, and you will know yourself what parts of leadership come instinctively and seem to flow, and what areas always feel like more hard work.
Creating A Communication Plan
No matter how much great work is going on behind the scenes, it means little if you do not use effective communication skills to let everyone else involved know what's going on. Creating a stakeholder map allows you to see all the groups and individuals with a vested interest in the health of the company, and it's your role as leader to ensure that they are kept informed in a timely manner of any relevant developments. In a crisis situation, time acts as if compressed. This means taking action sometimes before you have a fully developed picture of the situation. However, it's a mistake to hold off on letting people know what is happening - the void simply gets filled with rumours and misinformation. So it's perfectly okay to acknowledge that you don’t have all the answers yet, as long as you communicate truthfully about what steps you are taking.
4 Winning Posts I found Interesting
Hope you have had a great weekend, and are excited for the week ahead. Be sure to refer to my Successful Morning checklist, to get a great start. If you don't have that checklist, sign up to my e-mail by providing your email address on my home page.
Here's some posts I've seen over the past few days that I thought you'd like. Cheers!
Better Than It Needs To Be By Seth Godin. If you're not subscribing to Seth's blog, you should. He blogs every day, and his posts often challenge you into becoming better.
17 Ideas for the modern world of work by Seth's AltMBA program. See what I meant, by Seth challenging you?
Why Exercise makes us happy by Skip Pritchard. There's countless posts on exercising and improving your health. Happiness does wonders for you, and how you lead your life!
How to have a great vacation by Barking Up The Wrong Tree. I keep reading stories about how people don't take vacations. Why not? Get away from it all, people.
Do me a big favor (favour in Canada). If you click the share option on this site, send me a tweet that you shared (@bfastleadership) and I'll send you my successful mornings checklists, as well as my ebook on Avoiding Chaos in leadership, for free. Be well!
WANT BETTER MORNINGS?
Do you want a better start to your day? I have a free e-book on six easy steps to a better day, that I personally follow after I experienced a significant health scare. If you would like this free e-book, please click the link below.
Six Steps to a great Morning (Besides coffee)
Top 7 Leaders to follow for a better work life
7? Why not 10? Well, David Letterman will always “own” Top 10 lists in my mind, so I’m going to truncate the list down to 7.
In leadership, there are many days (feels longer) that you feel like you’re on an island, and no one is experiencing what you’re facing.
Bulls###.
You’re not alone. What you’re facing is not the first time it’s happened. Maybe some components are new, but the overall circumstances are not new. “Nothing is new under the Sun.”
Over the years, I’ve read and subscribed to books and blogs of several leaders. You may have heard from some of them, but maybe not all.
Below is my (current) Top 7 leaders that I follow, and the reasons why I do. Note they’re not in any particular order of importance.
Michael Hyatt (Twitter) I’ve followed my “virtual mentor” for nearly a decade. I originally was part of Thomas Nelson’s Book review program, when Michael was CEO of Thomas Nelson Publishing. His blog has grown over the years, and he publicly shares tips, tricks, ideas, etc on how to make yourself a better person and leader.
Jon Gordon (Twitter) Jon is HUGE in Korea, lol. (You’ll get that comment if you watch some of his speeches.) Jon has published several books, and the common theme is positivity. Life and leadership can beat you down, so choosing to be positive in your daily lives will help you become a better leader, and your teams will grow because of it.
John C. Maxwell (Twitter) I can’t thank Dr. Maxwell enough for his work, and gifts he has given to me, and leaders across the globe. His down-home, Grandpa-like way about him creates a level of comfort, that makes you want to sit on the floor near him, and listen to his stories. You’ll learn so much about life with Dr. Maxwell.
Michael Levitt (Twitter) Wait, I follow myself? How does that work? Am I going to refer to myself in 3rd person now? Michael Levitt is AWESOME! (Or at least that’s what I’ve been told.) Why do I follow me? Because I want to see what I’m doing to grow, to help others, to help myself (selfless not selfish) and to leave a positive footprint on this world.
Joseph Lalonde (Twitter) My leadership brother from the Mitten writes great posts about lessons every leader needs to hear. Joseph will use pop culture movies and other things in society, and ties them to how to improve your leadership of others.
Dan Rockwell (Twitter) Leadership Freak’s content always seems different than other leadership blogs. When you look at several leadership posts from a variety of people, you will see similar posts, but Dan’s blog posts always seem to connect with me in a different way. Well worth your time to subscribe.
You. You clicked on this blog post to see who you should follow, and one of those people is you. You’ve come so far in your leadership journey, and if you’re anything like the others on this list, you want to become the best leader you can be. Keep striving for that, because our world needs you.
Why Change Is Hard
Source: http://effectiveness.com/wp-content/uploads/2015/12/changes-ahead.jpg
Why do people avoid change? Why do what on the surface seems like simple changes, cause such angst and fear?
Is it the unknown? Did previous changes cause significant harm? Are you too comfortable?
If society didn't change, the car you drove to work in today, wouldn't exist. The computer or smart phone you're reading this post on wouldn't exist. The keyboard I'm typing on (bluetooth, connecting to my MacBook) wouldn't exist. The music I'm listening to on XM/Sirius Radio wouldn't exist. Your ancestors wouldn't have had the opportunity to move and meet, therefore you wouldn't exist.
Change is necessary. Change = growth. Change means something could be better. When you ask people would. you like things to be better, I'm guessing people wouldn't outright say no.
Many people gravitate to the status quo. Going through the motions, because other aspects of their lives are in flux. Maybe there's changes going on at home, their love live, health, who knows? So when you roll out changes either at home or the work environment, there will be a natural defense to resist.
I anticipate there will be significant changes in the world over the next few years. Look back 10 years. Have we changed since then? Of course we have. Guess what, change is as natural as breathing, as long as you embrace changes and focus on the positive outcomes.
Do you need help navigating changes in. your work or personal life? Reach out to me and I'll be happy to help.
Be well!
Do you have challenges at work? My book on Avoiding Chaos will help. Click here to learn more.