There’s a fine line between “building culture” and creating something employees politely tolerate while quietly hoping it ends early. Many organizations have been there, rolling out a well-intentioned initiative that looks great on paper but does not quite land in real life.
Instead of trying to force culture, pay attention to what employees already enjoy and build around that.
No big budget. No overcomplicated strategy. Just thoughtful, practical choices that made work feel a little more connected.
Start with what your employees already like
Too many organizations just keep throwing new things out without actually checking with the “Humans” to see if they want to do something new. Do some sleuthing to find out what employees are already talking about: what do they enjoy outside of work, where is there natural energy for events. Rather than forcing participation create events or activities that highlight what employees like doing.
What works for some employers and why it works
Rather than a specific program, employers are investing in their spaces. They looked around their workspace and location and thought about how they could improve the work environment and break areas. For instance, one client added flowers around the outside of the building and asked a few who love to garden to help plant and care for them. They created a comfortable outdoor seating area and made a t conscious effort to use the space they already had. This gave employees a reason to take a break and get some fresh air, take breaks together, and build connections in a more natural way. No event needed – just a few cosmetic changes to the work environment.
- Investing in the surroundings – For Pacific Northwest-based clients, working with the natural beauty that already surrounds the area worked. One example included providing a few stand-up paddleboards, life jackets, and whistles, along with simple sign-up sheets. Because the team already enjoyed being outside, the activity felt natural rather than forced.
- Company softball team – A company softball team can be a simple way for employees to have fun together. Some played the game while others cheered their team on. Add some company logo apparel for advertising and come up with a cool name for your team and you have a fun bonding experience. Not everyone participated, and that was never the goal.
- Baking challenge with a real prize – For the right team, this brought out hidden talent and friendly competition. The key was recognizing people who took the time and effort into something they already loved.
- Interest-based micro-groups – A program doesn’t need to fit everyone. Even small group activities can help build your culture and the connections that employees carve. You likely have some walking enthusiasts in your company, employees who love fantasy football or employees with hidden talents such as knitting, cocktail making, sewing, drawing, Bob Ross followers, or pottery makers. Employees will opt in based on what they genuinely enjoy.
- Volunteer-led initiatives – In many successful examples, HR wasn’t involved in the planning process. Organizations asked for volunteers to lead things they cared about, which created more buy-in and kept the effort from feeling forced.
- Low-pressure theme days – Think simple and optional: wear team gear or bring a favorite snack. These types of ideas can create connections in simple ways.
- Casual connection points – Shared playlists, quick conversations, shared love of a hobby, and other small touchpoints can go a long way. It doesn’t have to be formal. Just keep opportunities available for employees to interact beyond their daily tasks.
It comes down to creating a personalized approach not copying what another company did. But culture only works when it reflects your team.
A baking challenge won’t hit everyone’s interests and neither will a sports league. The purpose is to notice your employees existing interests and build on them.
You don’t need a complex survey, just pay attention and be willing to adjust.
Building connection in a remote or hybrid world
With more teams working remotely, togetherness doesn’t happen easily, nor can it be forced.
A few things clients have found helpful:
- Offer activities and opportunities but don’t require them
- Keep it simple for everyone
- Focus on creating a space for employees to interact without filling every moment
Sometimes it’s an in-person moment that feels worth it or a small virtual connection that doesn’t feel like one more meeting.
Final thought
There are many ways to build your culture without a huge budget or perfectly planned event calendars. Just be thoughtful about your employees and what truly brings them together.
If employees are engaging voluntarily and naturally and enjoying where they work – Take the Win.
Want more ideas? Reach out!