Positive Work Climate: A How to Guide for Leaders

Create a Positive Work Climate: A Guide for Leaders
What it feels like to work at an organization matters.  We know from corporate culture assessment data that a positive work climate is more than just a pleasant atmosphere; done right, a positive work climate can create a strategic advantage that drives employee engagement, innovation, collaboration, retention, and performance.

Additional Harvard research by Litwin and Stringer found that 70% of what it feels like to work in a company is the result of what leaders do in their business units, with their teams, and with their individual employees every day.

So, how do leaders create a positive work climate each and every day?

The 4 Steps to Create a Positive Work Climate as a Leader
Our organizational alignment research found that workplace culture accounts for 40% of the difference between high and low performing companies in terms of revenue growth, profitability, leadership effectiveness, customer loyalty, and employee engagement.  To create a positive work climate, leaders design a culture that “gets the most from its people” and “gives the most to its people” in a way that makes sense to the people AND to the business.

1. Set the Tone with Clear and Compelling Strategic Drivers
   We know from leadership simulation assessment data that business strategies must go through people and culture to be successfully implemented. Before you can create a positive work culture to help get you where you want to go, you need to be crystal clear on the destination and rules of the road.  Leaders must create a compelling organizational North Star to guide collective actions through three strategic drivers:

   Strategic Vision
   What the company hopes to become in the future, and the business it will be in tomorrow.

   Company Mission
   Why the company exists along with the organization’s fundamental business and purpose.

   Corporate Values
   The company’s fundamental beliefs and decision making filters that will be upheld and rewarded along the way.

   When leaders consistently reinforce a sense of direction, purpose, and principles, they lay the groundwork for people to do their best work.

   You will know that you are headed in the right direction when the organization has a shared understanding of what matters most and how success will be measured and reinforced in a way that resonates with employees at all levels.

   You will know that you have more work to do if people are uncertain about shared goals, are confused by expected standards, or feel pulled in different directions by conflicting priorities or misaligned cultural expectations and metrics for success.

2. Build Trust Through Transparency and Modeling the Way
   We know from employee engagement action data that trust is the cornerstone of a positive work climate. Without it, employees may feel disengaged or hesitant to share ideas and feedback. Leaders foster trust through a culture of transparency and openness by:

   Encouraging Honest, Open, and Two-Way Communication
   Create a culture of feedback with easy ways for employees to voice concerns, share ideas, and ask tough questions without fear of reprisal.

   Providing Timely Updates
   Use change communication best practices to keep employees informed about organizational changes, successes, and challenges.

   Having a Growth Mindset
   When leaders believe that abilities can improve through effort, learning, and persistence, employees are encouraged to do the same.

   Modeling and Rewarding Values in Action
   Make your core values visible and meaningful. Behave in alignment with stated values, hold yourself and others accountable for “walking the talk,” and ensure that rewards and consequences are proportionately aligned with what matters most.

   Cultivating Psychological Safety
   Psychological team safety is the assurance that employees can express themselves, take risks, and make mistakes without fear of humiliation or punishment. Leaders play a critical role in normalizing the project postmortem process and encouraging diverse perspectives.

   Recognizing and Celebrating Contributions
   Recognition is a powerful motivator that reinforces positive behaviors and builds a supportive work environment. Leaders can strengthen their workplace climate by providing frequent feedback, celebrating milestones, and personalizing recognition.

   You will know that you are headed in the right direction when employees feel like they have the information and support they need to do their job well, are able to constructively debate ideas, understand why the organization makes changes, and know that their contributions are valued.

   You will know that you have more work to do if people avoid conflict, keep asking for more information, or desire more recognition for their work.

3. Purposefully Empower Employees to Thrive
   We know from action learning leadership development participants that empowered employees are more likely to feel valued, have increased levels of motivation, and fully contribute to a positive workplace atmosphere. Leaders can empower their teams by:

   Delegating Effectively
   Assign meaningful tasks, provide the right level of support, and trust employees to take ownership.

   Encouraging Autonomy
   Provide the freedom to make decisions within defined boundaries to foster employee creativity and innovation.

   Investing in Career Development
   Support professional growth through customized training programs, mentorship, stretch assignments, assessment centers, individual development plans, and career advancement conversations.

   You will know that you are headed in the right direction when employees feel like their ideas and feedback are valued and taken seriously, and they have the freedom to make the decisions that impact their work and solve important problems.

   You will know that you have more work to do if people keep asking for permission or advice before taking action.

4. Proactively Addressing Underperformers
   We know from new manager training participants that no matter how strong a workplace culture may be, misalignments can creep in and undermine efforts to maintain positivity. Effective leaders address both performance and behavior issues head-on by identifying gaps, enforcing accountability, providing support, and taking corrective action. By addressing underperformers and employee toxicity promptly, leaders protect the integrity of the work climate and ensure employees feel safe and respected.

   You will know that you are headed in the right direction when underperformers and toxic employees improve or move on promptly.

   You will know that you have more work to do if you let issues fester with visibly and fairly addressing them.

The Bottom Line
In highly engaged organizations, a positive work culture is part of the fabric of how people think, behave, and work. By setting a clear direction, modeling the way, and empowering others, leaders can cultivate a high performance work environment where employees thrive and make an impact. Do your leaders know how to create a positive work culture?

To learn more about creating a positive work climate, download The Top 5 High Performance Culture Warning Signs to Pay Attention To