You’ve probably heard the phrase, “Culture eats strategy for breakfast.” But what does that really mean for a small business?
Culture isn’t just about ping pong tables, snacks in the breakroom, or having a cool mission statement on the wall. It’s the unspoken “way things work around here.” It’s how your team communicates, solves problems, and treats each other - especially when no one is looking.
And the truth is, every business already has a culture - but it’s not always intentional, and it’s not always positive. The good news? You can change it.
Here’s how small business leaders can identify, evaluate, and remake their company culture - without huge budgets or HR departments.
Step 1: Identify Your Current Culture
You can’t change what you don’t understand.
Try this:
Conduct an anonymous team survey. Ask simple questions: How would you describe our workplace in three words? What do you like most? What frustrates you?
Observe behaviors. Are people collaborative or siloed? Do managers lead with empathy or fear? Are expectations clear?
Listen more. Encourage open conversations. Your best culture insights may come from informal chats.
Tool Tip: Use form tools like Jotform or Google Forms to quickly gather anonymous feedback.
Step 2: Define the Culture You Want
Once you know what you’ve got, define what you want.
Consider:
What values do you want to show up in daily decisions?
What kind of environment would attract and retain the right people?
How should your culture support your business goals?
Write a simple culture statement - not buzzwords, but real behaviors you want to see. For example: “We solve problems together. We speak respectfully - even when we disagree. We take ownership of our mistakes.”
Step 3: Remake Your Culture, One Action at a Time
Culture doesn’t shift through a memo - it changes through habits, reinforcement, and example.
Try these small, powerful moves:
Lead by example. Your attitude sets the tone. Show up consistently with the behaviors you want to see.
Celebrate the right things. Publicly acknowledge employees who reflect your values.
Build check-ins into your rhythm. Ask “How are things going for you?” and really listen.
Revisit policies. Are your time off, remote work, or performance review practices helping, or hurting, your culture?
Encourage peer recognition. Let your team highlight each other’s wins.
Remember: Culture is reinforced by what you tolerate. If someone consistently violates your core values, it erodes trust - even if they’re a high performer.
Final Thought
You don’t need a huge HR department to build a strong workplace culture - you just need clarity, consistency, and a willingness to listen and adjust. By taking small, intentional steps, you’ll shape a culture that inspires loyalty, boosts performance, and attracts the kind of people who’ll help your business grow.