--- title: Three Things Leaders Should Do Every Year to Drive a Strong Culture description: Discover the three essential actions every leader should take annually to drive a strong and positive culture within their organization. image: https://uyc.thecenterforsalesstrategy.com/hubfs/Three%20Things%20Leaders%20Should%20Do%20Every%20Year%20to%20Drive%20a%20Strong%20Culture%20%20.png --- [![UYC-logoNo-Subtext](https://uyc.thecenterforsalesstrategy.com/hubfs/Logos/UYC-logoNo-Subtext.png "UYC-logoNo-Subtext")](https://uyc.thecenterforsalesstrategy.com/) [![UYC-logo-img-2](https://uyc.thecenterforsalesstrategy.com/hubfs/UYC%20-%20April%202020/Images/UYC-logo-img-2.png "UYC-logo-img-2")](https://uyc.thecenterforsalesstrategy.com/) This is a search field with an auto-suggest feature attached. - There are no suggestions because the search field is empty. ** ** [Leadership](https://uyc.thecenterforsalesstrategy.com/blog/tag/leadership), [company culture](https://uyc.thecenterforsalesstrategy.com/blog/tag/company-culture) | 4 MIN READ # Three Things Leaders Should Do Every Year to Drive a Strong Culture ![Three Things Leaders Should Do Every Year to Drive a Strong Culture ](https://uyc.thecenterforsalesstrategy.com/hubfs/Three%20Things%20Leaders%20Should%20Do%20Every%20Year%20to%20Drive%20a%20Strong%20Culture%20%20.png) [![Elissa Nauful](https://uyc.thecenterforsalesstrategy.com/hubfs/Elissa%20Headshot-New.jpg) ](https://uyc.thecenterforsalesstrategy.com/blog/author/elissa-nauful) [By Elissa Nauful](https://uyc.thecenterforsalesstrategy.com/blog/author/elissa-nauful) ![Three Things Leaders Should Do Every Year to Drive a Strong Culture ](https://uyc.thecenterforsalesstrategy.com/hubfs/Three%20Things%20Leaders%20Should%20Do%20Every%20Year%20to%20Drive%20a%20Strong%20Culture%20%20.png) ![Three Things Leaders Should Do Every Year to Drive a Strong Culture ](https://uyc.thecenterforsalesstrategy.com/hs-fs/hubfs/Three%20Things%20Leaders%20Should%20Do%20Every%20Year%20to%20Drive%20a%20Strong%20Culture%20%20.png?width=1600&height=900&name=Three%20Things%20Leaders%20Should%20Do%20Every%20Year%20to%20Drive%20a%20Strong%20Culture%20%20.png) Leaders play a pivotal role in shaping the environment in which their teams operate. One key strategy to achieve this is conducting a validated engagement survey—an essential step toward understanding and enhancing the workplace atmosphere. In this blog, we dive into three crucial actions that leaders should undertake annually to drive a robust and positive culture within their organizations. ### 1. Conduct a Validated Engagement Survey (and do it right) - Start with a strong foundation: Choose a scientifically validated survey tool with proven effectiveness in measuring employee engagement. Look for assessments that provide support and strong digital dashboards, such as [Culture Amp](https://www.cultureamp.com/) and [Energage](https://www.energage.com/).  - Ask the right questions: Understanding the questions to ask that impact engagement and how they impact engagement.  - Seek diverse voices: Ensure the survey reaches all employee demographics and departments, including remote workers.   - Maintain anonymity and transparency: Guarantee confidentiality to encourage honest responses. Be transparent about the survey's purpose and intended use of results.  ### 2. Actionable Insights: Turning Data into Improvement - Analyze beyond averages: Dig deeper than overall scores to identify specific drivers of [engagement](https://uyc.thecenterforsalesstrategy.com/blog/the-ultimate-guide-to-employee-engagement) and disengagement across teams and roles. Look for patterns and trends.  - Develop targeted action plans: Create concrete initiatives based on insights. Address key concerns and leverage strengths. This could involve improving communication, enhancing skill development, or [fostering work-life balance](https://uyc.thecenterforsalesstrategy.com/blog/creating-a-healthy-work-life-balance).  - Set SMART goals: Define specific, measurable, achievable, relevant, and time-bound goals for each action plan. Track progress and hold yourself accountable for results.  ### 3. Nimble Turnaround Time: Reacting with Speed and Effectiveness  - Communicate results promptly: Share key findings with employees within a reasonable timeframe (ideally within 1-2 weeks). [Transparency](https://uyc.thecenterforsalesstrategy.com/blog/what-does-transparency-in-the-workplace-mean) demonstrates your commitment to addressing concerns.  - Prioritize quick wins: Implement small, achievable actions within a short timeframe (around 3 months) to show momentum and build trust. This could involve improving feedback practices or organizing team-building events.  - Be Prepared with a Plan: Chances are the survey will identify opportunities for improvement, finding a partner to work with your HR team and people leaders to implement bite-sized, consistent learnings around the key areas of focus can make a significant impact.  Up Your Culture, has such a program and to learn more, click this link.  - Regularly monitor and adapt: Track progress, measure the impact of implemented actions, and be prepared to adjust your approach based on real-time feedback and evolving needs.  Bonus Tip: Encourage open communication channels beyond the survey. Host regular team meetings, [one-on-one sessions](https://blog.thecenterforsalesstrategy.com/valuable-individual-focus-meeting), and pulse surveys to maintain a continuous dialogue and gather ongoing feedback.  ### Conclusion Leaders who prioritize the three action areas—conducting validated surveys, turning data into actionable insights, and maintaining a nimble turnaround time—gain a deeper understanding of their organization's culture. This understanding lays the groundwork for building a culture of engagement where employees thrive, and businesses prosper. Remember, a thriving workforce is the linchpin to a thriving business. By embracing these strategies, leaders embark on a journey to cultivate a workplace culture that is not only resilient but also poised for sustained success. [![impactful listening toolkit for leaders](https://no-cache.hubspot.com/cta/default/109236/6d5c1ac6-24dc-4b2f-8c73-38976f4538d6.png)](https://cta-redirect.hubspot.com/cta/redirect/109236/6d5c1ac6-24dc-4b2f-8c73-38976f4538d6) [ Return to Blog ](https://blog.thecenterforsalesstrategy.com/uyc-test-blog) [** Leaders Hold the Key: Takeaways from Gallup’s 2023 Global Workplace Report ](https://uyc.thecenterforsalesstrategy.com/blog/takeaways-from-gallups-2023-global-workplace-report) [** Your Number 1 Priority for 2024 Should be Culture – Here’s Why ](https://uyc.thecenterforsalesstrategy.com/blog/make-company-culture-priority) ### About Author ![Elissa Nauful](https://uyc.thecenterforsalesstrategy.com/hubfs/Elissa%20Headshot-New.jpg) [Elissa Nauful](https://uyc.thecenterforsalesstrategy.com/blog/author/elissa-nauful) I've started and managed digital sales organizations for a decade and a half. Understanding the digital AND marketing ecosystem and how they work together allows me to lead our teams to drive the best results for our clients. CONNECT: [**](https://www.linkedin.com/in/elissanauful/) [ read more by Elissa Nauful ](https://uyc.thecenterforsalesstrategy.com/blog/author/elissa-nauful) Related Posts [![Have Core Values? Your Employees Probably Can’t Recite Them](https://uyc.thecenterforsalesstrategy.com/hubfs/CoC__Culture%20Snapshot-Core%20Values%20Cant%20Recite%20Blog%20Graphic.png) Have Core Values? Your Employees Probably Can’t Recite Them ](https://uyc.thecenterforsalesstrategy.com/blog/have-core-values-your-employees-probably-cant-recite-them) [![Why Your Culture Problem Looks Like an Operations Problem](https://uyc.thecenterforsalesstrategy.com/hubfs/CoC__Culture%20Snapshot-Why%20Your%20Culture%20Problem%20Looks%20Like%20an%20Operations%20Problem%20Cover%20Graphic.png) Why Your Culture Problem Looks Like an Operations Problem ](https://uyc.thecenterforsalesstrategy.com/blog/why-your-culture-problem-looks-like-an-operations-problem) [![Is Your Hiring Process Undermining Your Culture?](https://uyc.thecenterforsalesstrategy.com/hubfs/UYC_Q2%202026-June-Hiring%20Process%20Undermining%20Culture.png) Is Your Hiring Process Undermining Your Culture? ](https://uyc.thecenterforsalesstrategy.com/blog/is-your-hiring-process-undermining-your-culture) ** Share This! - [**](http://www.facebook.com/share.php?u=https://uyc.thecenterforsalesstrategy.com/blog/three-things-leaders-should-do-every-year-to-drive-a-strong-culture/) - [**](https://twitter.com/share?url=https://uyc.thecenterforsalesstrategy.com/blog/three-things-leaders-should-do-every-year-to-drive-a-strong-culture/) - [**](http://www.linkedin.com/shareArticle?mini=true&url=https://uyc.thecenterforsalesstrategy.com/blog/three-things-leaders-should-do-every-year-to-drive-a-strong-culture/&summary=&source=CeBIT) - [**](mailto:?subject=Check%20out%20https://uyc.thecenterforsalesstrategy.com/blog/three-things-leaders-should-do-every-year-to-drive-a-strong-culture%20&body=Check%20out%20https://uyc.thecenterforsalesstrategy.com/blog/three-things-leaders-should-do-every-year-to-drive-a-strong-culture) ## Leave a Comment [![UYC-logoNo-Subtext1](https://uyc.thecenterforsalesstrategy.com/hubfs/UYC-logoNo-Subtext1.png "UYC-logoNo-Subtext1")](https://uyc.thecenterforsalesstrategy.com/) ENGAGE YOUR TEAM. GROW YOUR BUSINESS. ### COMPANY ### FROM OUR BLOG ## [Have Core Values? Your Employees Probably Can’t Recite Them](https://uyc.thecenterforsalesstrategy.com/blog/have-core-values-your-employees-probably-cant-recite-them) ## [Why Your Culture Problem Looks Like an Operations Problem](https://uyc.thecenterforsalesstrategy.com/blog/why-your-culture-problem-looks-like-an-operations-problem) ## [Is Your Hiring Process Undermining Your Culture?](https://uyc.thecenterforsalesstrategy.com/blog/is-your-hiring-process-undermining-your-culture) ### THE CSS FAMILY DIVISIONS ### RESOURCES ### Connect with us [** ** ](https://www.facebook.com/upyourculture) [** ** ](https://twitter.com/upyourculture) [** ** ](https://www.linkedin.com/company/upyourculture) ### Subscribe to Our Blog © 2022 Up Your Culture. Privacy Policy ![](https://googleads.g.doubleclick.net/pagead/viewthroughconversion/882176957/?value=0&guid=ON&script=0)