5 Keys to Building a Positive Workplace Culture

A happy workplace isn’t fluff. It’s a performance driver. And in HR, we see it every day—the direct line between culture and outcomes. For years, “engagement” has been the hot topic, but that word alone doesn’t quite cut it. Work is personal, and people want to feel connected, seen, and supported. I’ve worked with hundreds of teams across industries, and the ones that thrive have these five things in common:

1. Honest Communication

At one client site, I met with a team that hadn’t had a real performance discussion in over a year. Everyone was walking on eggshells, trying to avoid conflict—but meanwhile, frustration was mounting. We introduced regular one-on-ones and trained managers to give real-time, respectful feedback. It wasn’t easy at first. But within weeks, the team started to open up, and tension dropped. When people can speak freely—about what’s working and what’s not—they stop guessing and start improving. Honest communication creates clarity, and clarity builds momentum.

2. Real Care

I’ll never forget the warehouse supervisor who pulled me aside after a values workshop. “I’m not used to anyone asking how I’m doing,” he said. “Only how I’m performing.” That moment hit hard. In HR, we preach people-first cultures, but care has to show up in real ways. It’s in how we onboard, how we respond to life events, how we check in—not just during reviews, but during real life. When a company pauses to care, people lean in. And when leadership models it, it becomes part of the culture.

3. Trust

I worked with a midsize firm where every decision had to go up three levels. It crushed morale. Employees stopped sharing ideas because they felt like nothing would change. We coached leadership to start trusting their managers—and to let go of unnecessary control. Within a quarter, the difference was noticeable. Teams became more proactive, innovation spiked, and turnover dropped. Trust doesn’t mean no accountability. It means you believe in your people enough to let them lead. And when they feel that trust, they usually rise to the occasion.

4. Invigorating Work

During an HR strategy session with a tech company, we asked employees one question: “What part of your job energizes you?” The answers were telling. Most people loved the mission, but felt bogged down by tasks that didn’t play to their strengths. We restructured roles to better align with natural talents and tied each role to the company’s core strategy. Suddenly, people weren’t just doing their jobs—they were owning them. Work has to feel like it matters. When people see how their piece fits into the bigger picture, it’s a game-changer.

5. True Collaboration

One of my favorite moments was watching a cross-functional HR project team present a new onboarding program. They were from payroll, talent, and operations—people who didn’t typically sit at the same table. But they came together, brought different perspectives, and created something better than any one department could have done alone. That’s the power of collaboration. When silos break down and people unite around a shared purpose, magic happens. And in HR, we can help engineer that—by creating systems, rhythms, and trust that bring people together.