Everyone talks about the importance of workplace culture. And in my experience, most business owners assume their culture is fine, until one day, a key team member stops putting in the effort, disengages, and the whole team feels the ripple effect.
Why? If you’re not actively taking steps to shape your culture, it’s probably shaping itself - and not in a good way.
The Culture Disconnect: What You See vs. What They Experience
A recent study found that while 84% of executives think they invest in culture, only 49% of employees agree. That’s a massive gap. And here’s the kicker: leaders are 35% more likely than employees to say their company continuously improves its culture.
In other words, business owners and managers often have no clue how bad things really are.
Think about it:
When was the last time an employee openly told you something was wrong?
Do you hear about workplace frustrations before people quit, or only after?
Are your team members truly engaged, or just showing up for the paycheck?
Good Culture Isn’t About Ping-Pong Tables or Free Coffee
Many business owners assume “good culture” means having a friendly atmosphere, the occasional staff lunch, and an open-door policy.
That’s not enough.
A strong workplace culture is built on trust, communication, and alignment between what employees need and what the business provides.
Here’s the reality:
48% of employees have quit because of bad culture.
70% have turned down job offers due to culture concerns.
75% of younger workers (under 34) reject jobs based on culture alone.
Your workplace culture directly affects your ability to hire and keep good people - and your team is more aware of it than you are.
Signs Your Workplace Culture is in Trouble (That No One’s Telling You)
Not sure if your culture is working for or against you?
Watch for these red flags:
🚩 High turnover, especially among your best employees.
🚩 More gossip and complaints than problem-solving.
🚩 Resistance to change or lack of engagement in meetings.
🚩 Employees doing the bare minimum instead of going the extra mile.
🚩 Silence - because people don’t feel safe speaking up.
If you recognise any of these, your culture needs attention - fast.
How to Fix It (Before It’s Too Late)
1. Start Listening (Actively)
Create space for honest feedback without fear of retaliation. Anonymity helps. Regular check-ins, surveys, and exit interviews can reveal hard truths before they become bigger problems.
2. Make Sure Your Actions Match Your Words
Saying “we value our employees” means nothing if people feel overworked, underpaid, or unheard. Alignment matters. If your culture isn’t what you want it to be, start making real changes.
3. Invest in the Right Areas
Culture isn’t about perks - it’s about respect, fairness, and communication. Investing in better leadership, clear expectations, and workplace flexibility often matters more than pay raises.
4. Check Your Blind Spots
Ask yourself: If an employee was struggling or unhappy, would I know? If the answer is “probably not,” then it’s time to get proactive.
The Bottom Line: Your Culture is a Business Strategy
A toxic culture isn’t just an HR problem - it’s a profitability problem.
High turnover costs money. Low engagement kills productivity. And word spreads fast when a workplace is miserable.
The good news? Culture is 100% fixable. But it won’t happen by accident.
Take a hard look at what’s really happening in your business - and start making the changes that will keep your best people on your team, not walking out the door.
If you’re interested in building a strong, thriving workplace culture but aren’t sure where to start, my High Performance Culture Program gives you the tools and guidance to get it right - without the guesswork.
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The content provided on this website serves as a general information resource on the subjects discussed, and should not be considered tailored to specific individual circumstances or a replacement for legal counsel. While we exert significant effort to ensure the accuracy of our information, HR Consulting TAS cannot ensure that all content on this website is consistently accurate, exhaustive, or current. Recommendations by HR Consulting TAS and any information acquired from this website should not be regarded as legal advice.
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