<p>The first and most foundational thing you can do is to get to <strong>know your colleagues as people — not just coworkers — and support them. </strong></p><p><em>Invite them to lunch or to chat over a virtual coffee. Suggest other people that would be good for them to connect with, or if you are in the office, take the initiative to introduce them yourself. The same goes for those colleagues with who you may have fallen out of touch.</em></p><p>These small gestures can make all the difference. After all, if you and your coworkers are going to spend 40 to 50 hours a week together, you may as well enjoy the company.</p>

Get to know people on a personal level

<p>Recognizing and celebrating team members for their work is a great way to set an example and develop a positive culture, even if it’s only within your department. <strong>Your actions will signal that you’re paying attention, that you notice other people’s contributions</strong>, and that you’re an advocate of their work.</p><p> <em>You can remind your team of each other’s birthdays and work anniversaries, or you can encourage people to come together to show support when a colleague experiences a big life event. These gestures, while simple, can create a genuine culture of care.</em> </p>

Celebrate others (and be creative)

<img src="https://hbr.org/resources/images/article_assets/2022/02/A_Feb22_03_1349414627-01.jpg" width="630" height="355"><div class="caption" dir="ltr">
				<span dir="ltr">HBR Staff/Getty Images/MicrovOne</span>
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		<span dir="ltr">Summary.&nbsp;&nbsp;&nbsp;</span>
		<span dir="ltr">A great company culture is built and reinforced by its people — meaning you, your peers, and your teammates. Individual contributors without supervisory power can have a huge impact within their own spheres of influence. In fact, there are several things you can<span dir="ltr">...<button dir="ltr">more</button></span></span>
	</div><img src="https://hbr.org/resources/images/article_assets/2020/10/Ascend_Logo_2020_2x.png" alt="Ascend logo" width="105" height="25"><p dir="ltr">Where your work meets your life. See more from Ascend <a href="https://hbr.org/insight-center/ascend" dir="ltr">here</a>.</p><p>Most of us would love to work in a vibrant, diverse, and caring environment in which we are valued as whole people — meaning our priorities in life are as supported as our work priorities. We often leave it to the “powers that be” to turn this dream into a reality, believing that company culture is something set by leadership, and implemented by managers and human resource teams. We assume that their values, along with the policies and decisions they make, determine the behaviors and priorities we employees must follow.</p><p dir="ltr">While there is some truth to these assumptions, it is equally true that a great company culture is built and reinforced by its people — meaning you, your peers, and your teammates. Individual contributors without supervisory power can have a huge impact within their own spheres of influence. In fact, there are several things you can do, even early in your career, to incorporate <a href="https://amzn.to/3wr1Q17" dir="ltr">whole-person workplace values</a>&nbsp;into your organization.</p><h2><strong>Get to know people on a personal level.</strong></h2><p>The first and most foundational thing you can do is to get to know your colleagues as people — not just coworkers — and support them. Be the person who goes out of their way to befriend new team members, many of whom may feel out of place joining your organization remotely or adjusting to a hybrid environment. Invite them to lunch or to chat over a virtual coffee. Suggest other people that would be good for them to connect with, or if you are in the office, take the initiative to introduce them yourself.</p><p>The same goes for those colleagues who you may have fallen out of touch with over the past couple of years. Reach out over email or Slack with a message like, “Hi [name]! I was wondering if you might like to grab a coffee and catch up? I really admire the work you’ve been doing but feel we haven’t really had a chance to connect.”</p><p dir="ltr">These small gestures can make all the difference. Your colleagues will begin to see you as a positive ally, resource, or better yet, friend — all of which can increase your influence and potential for growth. Moreover, the more friends you make, the happier you will be showing up at your job. Remember that “having a best friend at work” is perhaps <a href="https://www.gallup.com/workplace/236213/why-need-best-friends-work.aspx" dir="ltr">the single best indicator of long-term satisfaction</a> and engagement.</p><p>After all, if you and your coworkers are going to spend 40 to 50 hours a week together, you may as well enjoy the company.</p><h2><strong>Celebrate others (and be creative).</strong></h2><p>Recognizing and celebrating team members for their work is a great way to set an example and develop a positive culture, even if it’s only within your department. Your actions will signal that you’re paying attention, that you notice other people’s contributions, and that you’re an advocate of their work.</p><p>There are also several small (but powerful) things you can do to show your colleagues that you perceive and value them as whole people. You can remind your team of each other’s birthdays and work anniversaries, or you can encourage people to come together to show support when a colleague experiences a big life event. These gestures, while simple, can create a genuine culture of care. Think of it this way: If no one keeps track of dates, collects the money to buy a cake, and asks people to sign a thoughtful card, there’s no party!</p><p>Workplaces can host baby showers, happy hours, team-building lunches, and even support groups for those who are going through difficult times. Managers don’t always have to lead the charge. Often, it’s more powerful if culture-building activities grow organically from individual employees.</p><div>
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Corporate Culture

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<p>Where your work meets your life. See more from Ascend <a href="https://hbr.org/insight-center/ascend">here </a>. </p>

<p>Most of us would love to work in a vibrant, diverse, and caring environment in which we are valued as whole people — meaning our priorities in life are as supported as our work priorities. We often leave it to the “powers that be” to turn this dream into a reality, believing that company culture is something set by leadership, and implemented by managers and human resource teams. We assume that their values, along with the policies and decisions they make, determine the behaviors and priorities we employees must follow. </p>

<p>While there is some truth to these assumptions, it is equally true that a great company culture is built and reinforced by its people — meaning you, your peers, and your teammates. Individual contributors without supervisory power can have a huge impact within their own spheres of influence. In fact, there are several things you can do, even early in your career, to incorporate <a href="https://amzn.to/3wr1Q17">whole-person workplace values </a> into your organization. </p>

<p>The first and most foundational thing you can do is to get to know your colleagues as people — not just coworkers — and support them. Be the person who goes out of their way to befriend new team members, many of whom may feel out of place joining your organization remotely or adjusting to a hybrid environment. Invite them to lunch or to chat over a virtual coffee. Suggest other people that would be good for them to connect with, or if you are in the office, take the initiative to introduce them yourself. </p>

<p>The same goes for those colleagues who you may have fallen out of touch with over the past couple of years. Reach out over email or Slack with a message like, “Hi [name]! I was wondering if you might like to grab a coffee and catch up? I really admire the work you’ve been doing but feel we haven’t really had a chance to connect.” </p>

<p>These small gestures can make all the difference. Your colleagues will begin to see you as a positive ally, resource, or better yet, friend — all of which can increase your influence and potential for growth. Moreover, the more friends you make, the happier you will be showing up at your job. Remember that “having a best friend at work” is perhaps <a href="https://www.gallup.com/workplace/236213/why-need-best-friends-work.aspx">the single best indicator of long-term satisfaction </a>and engagement. </p>

<p>After all, if you and your coworkers are going to spend 40 to 50 hours a week together, you may as well enjoy the company. </p>

<p>Recognizing and celebrating team members for their work is a great way to set an example and develop a positive culture, even if it’s only within your department. Your actions will signal that you’re paying attention, that you notice other people’s contributions, and that you’re an advocate of their work. </p>

<p>There are also several small (but powerful) things you can do to show your colleagues that you perceive and value them as whole people. You can remind your team of each other’s birthdays and work anniversaries, or you can encourage people to come together to show support when a colleague experiences a big life event. These gestures, while simple, can create a genuine culture of care. Think of it this way: If no one keeps track of dates, collects the money to buy a cake, and asks people to sign a thoughtful card, there’s no party! </p>

<p>Workplaces can host baby showers, happy hours, team-building lunches, and even support groups for those who are going through difficult times. Managers don’t always have to lead the charge. Often, it’s more powerful if culture-building activities grow organically from individual employees. </p>

4 Ways Every Employee Can Contribute to Company Culture

Get to know people on a personal level

Celebrate others (and be creative)

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