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Three Things Leaders Should Do Every Year to Drive a Strong Culture

Three Things Leaders Should Do Every Year to Drive a Strong Culture
Three Things Leaders Should Do Every Year to Drive a Strong Culture

Three Things Leaders Should Do Every Year to Drive a Strong Culture

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 and Energage. 
  • 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 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. 
  • 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 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, and pulse surveys to maintain a continuous dialogue and gather ongoing feedback. 


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.

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About 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.

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