Every good people leader knows that a strong, positive company culture doesn’t just happen: it’s shaped intentionally, and HR plays a pivotal role in the process.
From developing policies and implementing programs that encourage respect, appreciation, and communication between employees to organising off-site activities focused on team building, they help create the environment in which employees feel valued, supported and engaged.
At its best, company culture becomes a powerful force for attraction, retention, and long-term success. But getting there requires more than policies. It requires alignment, trust, and daily effort.
Why company culture matters
A healthy culture drives more than just employee happiness — it affects productivity, collaboration, innovation, and how your brand is perceived from the outside. In fact, company culture is one of the top reasons employees choose to stay or leave a job.
When culture is strong, people feel seen, supported and connected to their work. This leads to better performance, better customer experiences, and therefore, stronger business outcomes.
As an HR leader, you're the engine that powers this culture through hiring, policies, communication and consistent training that reinforce shared values.
How to build a strong company culture through communication
Clear, honest communication is the foundation of any healthy workplace. HR sets the tone by creating space for feedback, encouraging dialogue across teams, and ensuring that important information is accessible and inclusive.
Good communication allows you to set expectations, address concerns, and create feedback loops in a way that promotes healthy collaboration and trust, and trust is the foundation of a healthy company culture.
Top tips you can follow to make communications meaningful:
- Introduce regular feedback systems (e.g. surveys, forums, anonymous suggestions)
- Ensure communication is accessible across languages, formats, and devices
- Encourage open dialogue between leadership and staff
- Promote responsiveness and accountability from all levels of the business
- Provide clarity around internal processes, expectations, and values
When communication is consistent, multidirectional and empathetic, it’s much easier to create a workplace where people feel heard, valued and respected.
Promote diversity and inclusion
No company can thrive without embracing diversity, and HR is key to making sure it’s more than just a buzzword.
A genuinely inclusive environment invites different voices to the table and ensures those voices are valued in decision-making, leadership, and day-to-day collaboration.
HR shapes this by building fair hiring practices, setting clear policies, and offering opportunities for ongoing learning around unconscious bias, accessibility, and equity.
Ways HR can drive a more inclusive culture:
- Celebrate diverse holidays, heritage months, and cultural events
- Run training sessions on unconscious bias and inclusive behaviours
- Introduce ERGs (employee resource groups) to give underrepresented voices a platform
- Use inclusive job descriptions and consider blind hiring practices
- Promote inclusive leadership by holding managers accountable for equity in their teams
- Offer flexible work arrangements to support different life stages and needs
Training and development
Culture isn’t static, and neither are the people in it. HR supports growth by making development opportunities accessible, visible, and aligned with employee goals. Investing in employee development can foster a culture of growth and learning and increase retention and productivity.
This doesn’t just mean training courses. It can include mentorship, stretch assignments, and performance conversations that encourage reflection and progress.
Here’s how HR can embed a learning mindset:
- Launch training programs across technical, leadership, and communication skills
- Offer stipends or reimbursement for continued education and certifications
- Build mentorship and coaching programs to transfer knowledge and develop confidence
- Encourage cross-functional learning by encouraging employees to explore other departments within the organisation
- Use performance reviews not only to evaluate, but also to support long-term career growth
Creating space for team connection
Strong culture lives in the everyday moments of connection between colleagues, and HR can play a key role in creating opportunities for team bonding that feel natural and inclusive.
This doesn’t mean forced fun. It means recognising that shared experiences - both in person and remote - contribute to how people feel at work.
Some ways to encourage meaningful team connection:
- Schedule team-building activities that reflect company values and are genuinely fun
- Support informal catch-ups and interest groups
- Celebrate achievements, milestones, and personal wins
- Give employees a voice in what types of events or initiatives they want to see
When people feel connected to their colleagues, collaboration improves - and so does morale.
Final thoughts: How to build a positive team culture
Creating an inclusive and diverse workplace can bring various benefits to any organisation.
HR professionals should strive to cultivate an environment where everyone feels respected, valued and empowered by providing opportunities for professional development, promoting diversity in hiring processes, and implementing inclusive policies. With the right tools and support, organisations can create a culture where all employees feel welcome regardless of gender, age or background.
The best cultures are built with intention, care, and collaboration - and HR is at the heart of making that happen.
To learn more about how Zinc can help you build your team with the right hires to ensure a positive culture, book some time to chat.
FAQs
1. How can HR measure the success of company culture initiatives?
HR can track employee engagement surveys, retention rates, internal feedback, and participation in development programs to assess how culture initiatives are performing. These insights help identify what’s working, where improvements are needed, and how aligned employees feel with the organisation’s values.
2. What roles does leadership play in shaping company culture?
Leadership sets the tone for culture by modelling behaviours, supporting inclusive practices, and reinforcing company values through their daily actions. When leaders actively embody the culture they promote, it builds trust, encourages accountability, and influences how employees engage with one another.
