How to Maintain, Fix & Influence Your Workplace Culture.
A practical guide to maintaining, fixing, and influencing workplace culture. Includes insights from workplace culture consultants.
How do I maintain my workplace culture?
Maintaining culture is about alignment and healthy habits - not constant reinvention.
1. Keep expectations visible and lived
A culture only holds if people see it in action. Your values and behaviours need to show up in decisions, feedback, recognition, and leadership routines - not just posters or onboarding slides.
2. Be predictable as a leader
Consistency builds trust. Your reactions, your communication, your follow-through - they all set the tone.
3. Run regular culture check-ins
Even healthy cultures need upkeep. A light workplace culture consulting review each year helps you spot friction early and make simple adjustments before issues escalate.
4. Keep listening
Employees know what’s working and what’s not. Small, honest conversations prevent cultural drift better than any annual survey.
A good culture isn’t loud or shiny - it’s steady, human, and consistent.
How do I fix my workplace culture?
Fixing culture doesn’t mean a full overhaul. It means a thoughtful culture redesign - keeping what’s strong, repairing what’s off-track, and making change practical.
Many organisations partner with workplace culture consultants or company culture consulting firms at this stage, simply because an outside view helps reveal what’s hard to see from the inside.
Here's the approach:
1. Diagnose before you fix
You can’t solve culture problems based on assumptions. A proper culture review - conversations, sentiment checks, observations - gives you the truth, not the noise.
2. Prioritise the few things that matter most
Culture issues often come from:
inconsistent leadership
unclear expectations
poor communication
tolerated poor behaviour
low recognition
unresolved conflict
Start with the root causes, not the symptoms.
3. Show small, visible improvements quickly
People don’t need a grand transformation. They need to see real, practical progress.
4. Support your managers
Middle managers carry most of the cultural weight. When they’re supported, culture shifts faster.
This is where organisational culture consulting firms often help - turning insight into action, and action into momentum.
How do I influence my workplace culture?
Influencing culture is about behaviour, not slogans.
1. Lead with the behaviour you want to see
Culture follows your shadow. Your calm, your fairness, your honesty, your boundaries, these shape the environment more than any policy.
2. Reinforce the right behaviours
When you celebrate what you want more of, people repeat it. Recognition is a cultural lever.
3. Build psychological safety
Cultures shift when people feel safe enough to be honest. Safety isn’t soft, it’s a performance advantage.
4. Make decisions that align with your stated values
This is where culture becomes real. If your decisions contradict your values, culture erodes fast.
5. Address what undermines your culture
Every team has one or two habits, attitudes, or behaviours that quietly work against the environment you’re trying to build. Naming and addressing these is how culture truly changes. Influence isn’t about force. It’s about alignment, consistency, and clarity.