Leaders often speak passionately about culture, yet even the best intentions can fall short. Building and protecting culture isn’t a one-time task—it’s ongoing, hard work. Here’s how to make it stick:

Start with Defining Core Values

Culture begins with defining core values or guiding principles that matter to the organization. This should be a collaborative process with leadership to ensure buy-in and ownership, often tied to strategic planning. Defining values creates alignment on not only where you’re headed but the culture required to get there.

Align and Empower Leadership

Once values are set, clarity and alignment among leaders is critical. How will they live these values day-to-day? What behaviors will reflect the culture they’re building? Leaders can’t just talk the talk—they live in a glass house, and their actions are visible to everyone. If leaders don’t walk the walk, it undermines the entire culture effort. This is where the real work starts; an organization can’t outpace its leadership, especially on matters of culture.

Make Values Visible and Memorable

Next, share these values with the organization in dynamic, memorable ways—through storytelling, workshops, internal newsletters, and spotlighting real examples. This isn’t a “one and done” task; it’s about weaving values into the fabric of daily operations. Highlight the values and bring them to life often, until they’re second nature.

Build Values into Everyday Processes

Embed values into all HR processes—from hiring to onboarding to performance reviews. This reinforces the behaviors that bring the culture to life. When hiring, assess for culture fit to ensure new hires align with both skills and values. Similarly, align individual and team goals with the organization’s cultural goals to make culture actionable and show how everyone contributes.

Empower Cross-Functional Teams

Involve cross-functional teams in culture-building initiatives. This broadens engagement, bringing in diverse perspectives and fostering shared responsibility for the culture. Remember, while these teams add value, the ultimate responsibility for culture rests with leadership—it’s more than just volunteer days and wellness programs.

Measure and Reflect on Culture Regularly

Regularly measuring and reflecting on culture is essential. Use engagement surveys, retention data, and feedback sessions to check the pulse. Leaders should actively ask employees how they experience the organization’s culture and be open to evolving based on what they learn. Continuous curiosity and a willingness to adapt help strengthen culture over time.

Where Are You in Your Culture Journey?

Building and protecting culture is a journey. Where are you on yours? We can help. 

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