5. Build a High Trust High Performance Team.
Strategies to create a positive, inclusive, and engaged workplace.
Imagine this - You’ve built a great business with solid products and a loyal customer base. But behind the scenes, your team isn’t happy. Employees seem disengaged, productivity is slipping, and you start noticing high turnover. A few negative reviews about your workplace appear online, making recruitment even harder.
It’s a frustrating situation—especially when you’re offering competitive pay and benefits. So, what’s going wrong? Culture.
Many SME owners in New Zealand focus on the tangible aspects of employment—wages, hours, and performance. But workplace culture, the “unspoken rules” of how your team interacts and operates, has just as much impact on business success. A toxic or indifferent culture can lead to -
High turnover – Employees leave quickly if they feel undervalued or unsupported.
Low productivity – Disengaged employees contribute less and make more mistakes.
Poor reputation – Negative workplace experiences can deter new talent.
In contrast, businesses with strong, positive cultures attract great people, retain top talent, and foster higher productivity. So how do you create a workplace where people want to stay and do their best work?
The Solution – Intentional Culture Building
Creating a positive workplace culture doesn’t happen by accident. It requires intentional actions that align with your values and business goals. Here’s a roadmap to get you started -
1. Define Your Company Culture (And Live It Daily)
Many SMEs don’t actively define their company culture—leading to an environment that forms by default rather than by design.
To build a culture that attracts and retains great employees -
Clarify your core values – What principles guide decision-making in your business?
Communicate these values – Your team should know what your business stands for.
Lead by example – Owners and managers must model the behaviours they expect from their team.
For instance, if collaboration is one of your values, but managers work in isolation and discourage input, the culture won’t align with what’s being said. Culture isn’t just words—it’s action.
2. Foster Open Communication
Employees who feel heard and valued are more engaged and motivated. SMEs can foster open communication by -
Encouraging regular team meetings where everyone has a voice.
Having an “open door” policy where employees can raise concerns freely.
Using anonymous feedback tools to gain honest insights.
Even simple changes—like acknowledging employee contributions publicly—can boost morale and create a culture of mutual respect.
3. Prioritise Employee Wellbeing
A culture that prioritises employee wellbeing leads to a healthier, happier, and more productive team. Consider -
Flexible working arrangements – Where possible, offer options like remote work or flexible hours.
Encouraging work-life balance – Promote a culture where employees feel comfortable taking breaks and using their leave.
Mental health support – Provide access to Employee Assistance Programmes (EAP) or mental health resources.
Small changes, like discouraging after-hours emails or implementing wellness initiatives, can significantly impact team morale.
4. Recognise and Reward Contributions
Employees are more engaged when their efforts are acknowledged. Recognition doesn’t have to be expensive—some simple but effective ways to show appreciation include -
Public praise – A shoutout in a team meeting or company newsletter.
Small rewards – A coffee voucher, an extra day off, or a handwritten thank-you note.
Professional growth opportunities – Investing in employees’ development (e.g., training courses, mentoring) shows that you value their future in your company.
The goal is to make employees feel that their work matters and is appreciated.
5. Hire and Promote for Cultural Fit
A positive workplace culture starts with hiring the right people—not just in terms of skills, but also in terms of values and attitude. When hiring -
Look for candidates who align with your company values.
Ask behavioural interview questions that reveal teamwork, adaptability, and work ethic.
Prioritise attitude and willingness to learn over experience alone.
Likewise, when promoting from within, choose leaders who embody your company culture, rather than just those with technical expertise.
Reflective Scenario – What Would You Do?
You’ve noticed that one of your most talented employees is becoming disengaged. They used to be a high performer, but lately, their attitude has changed—they’re quiet in meetings, missing deadlines, and seem uninterested in their work.
Using the strategies above, you might -
Check in with them privately to understand what’s going on.
Reinforce their value to the business by recognising past achievements.
Discuss ways to re-engage them—perhaps through new challenges, learning opportunities, or better work-life balance.
A positive workplace culture isn’t just about avoiding toxicity—it’s about actively creating an environment where employees feel supported, engaged, and valued.
Golden Nugget - "Culture isn’t just what you say—it’s what you do every day."
A strong workplace culture isn’t about free coffee or casual Fridays. It’s about respect, communication, and shared purpose. By intentionally shaping your workplace culture, you create an environment where employees thrive—and so does your business.