3 Ways to Shift the Dial on Workplace Culture

March 25, 2026•3 min read

Practical Steps to Strengthen Workplace Culture

Most advice on changing workplace culture promotes leadership buy-in, values-setting, policy development and a corporate roll-out throughout the entire organisation. Those are all positive actions that work when everything is aligned perfectly and people are ready to participate in the change process.

More often than not, there are pieces of the puzzle missing. Maybe the top leadership is ambivalent. Maybe staff are cynical and mistrusting that values will be upheld. Maybe your processes don’t allow for the new approach. In these cases, one of two paths are usually followed. The culture change programme is either halted and remains at the conceptual level, or it is rolled out anyway, creating more disillusionment when things fail to change (and maybe get worse).

Changing your workplace culture doesn’t have to be all or nothing. Every little shift creates an opportunity for the next shift, and the next, and the next. Adopting incremental changes over the medium to long term helps build tangible outcomes and the organisational credibility to go further. It enables an organisation to change no matter where they are in their journey. With every shift, you change what is possible.

Three Practical Ways to Improve your Workplace Culture

To shift workplace culture, organisations can:
• invest in line manager development
• conduct work-related stress risk assessments
• strengthen employee recognition practices

1.Develop and Support Line Managers

So much of our experience of working life is down to the relationship with our line managers. When we have a good relationship, we thrive. When we don’t, it can impact us deeply. That makes the support and development of line managers extremely important to shaping a positive workplace culture. A report from the Chartered Management Institute (CMI) in October 2023 identified that 82% of people who entered management positions have not had any formal management and leadership training, stating they were ‘accidental managers’. Providing development opportunities for line managers is a must if you want to shift your workplace culture. Determining what is the best approach to line manager development will depend on the resources available, but often more is possible than you think.

2.Conduct Work-Related Stress Risk Assessments

The Health and Safety Executive (HSE) statistics for 2024/2025 indicate 22.1 million working days were lost in the UK due to sickness absence as a result of stress, anxiety and depression. On average, each person suffering had 22.9 days off. This represents significant risk for all businesses, even if currently you don’t have evidence of this issue presenting. Conducting Work-Related Stress Risk Assessments helps you be legally compliant and also will uncover what measures you can take to reduce or better manage the risk of stress to your employees. Your staff will see you take positive action to address things that impact their welfare, boosting morale and trust.

3.Strengthen the Recognition of Employee Effort

Recognising effort to achieve good work, take initiative, or innovate and problem solve will potentially increase commitment of your employees. One survey concluded that employees are 33% more likely to go above and beyond if they feel their work is recognised. This does not have to be a huge spectacle. It can come in many forms such as a chat with your line manager, spotlight awards from senior leaders, assignment of a project or learning opportunity. Knowing individuals and what they respond to is key to increasing the positive effect on job satisfaction and workplace culture.

How Contribute 100 Can Help You Shift Your Workplace Culture

Whether you want to strengthen your culture, protect it as you grow, or address specific issues, Contribute 100 works with you from exactly where you are, helping you change what is possible.