Why should building a strong team be your priority? Sure, salary and growth opportunities matter, but they’re rarely enough on their own. Even top performers want to feel connected to their work and be part of a team that stands for something bigger.
For small business owners, carving out time to build culture can feel impossible. But a purpose-driven culture is often the difference between disengaged employees and a workplace that attracts and keeps great people. Here is how to get started.
1. Define and Live Your ‘Why’
A sense of purpose starts with clarity. If your team doesn’t understand the bigger picture, their work can feel disconnected from results.
What to do:
- Develop your purpose statement: Involve employees so it authentically reflects your values. In doing so, you can ensure buy-in and genuine representation.
- Guide your decisions: Use your purpose as a filter for tough decisions, asking, “What solution lines up with our why?” This demonstrates your accountability to your team, and modelling that behaviour sets the tone for how others in your business will navigate challenges.
- Keep it visible: Consistently mention your purpose in meetings, onboarding and everyday conversations, so it becomes second nature.
2. Hire for Values, Not Just Skills
One bad hire can derail a small team, even if they’re technically brilliant. Recruiting for values as well as capability is key.
What to do:
- Define your core values: Identify the 3–5 non-negotiable behaviours. Think simple, like “We take ownership” or “We support each other.”
- Ask the right questions: Use behavioural interview questions to understand how candidates think. Their response will help you gain a deeper insight into their core values.
- Get the team involved: Arrange an informal chat with future colleagues to test culture fit.
3. Lead by Example
Your actions set the tone. If management doesn’t live the values, the culture won’t stick.
What to check:
- Your behaviour: Do your actions reflect the core values you have outlined (e.g. promoting work-life balance but sending late-night emails)?
- How you handle mistakes: Owning mistakes encourages accountability.
- Your priorities: Where you invest your time and energy shows your team what truly matters.
4. Turn Purpose Into Everyday Actions
Culture isn’t built in annual reviews – it’s shaped daily. Your purpose needs to be integral to how your business operates. When your values are reflected in your policies and daily routines, it makes your culture real and tangible for everyone.
What to check:
- Policies: Does your leave or flexible work policy reflect the values you claim to hold?
- Performance reviews: Balance values with results. Acknowledge how goals are achieved, not just if they’re met.
- Team rituals: Start meetings with a story or a win that connects back to your purpose.
5. Connect Daily Tasks to the Bigger Picture
People stay motivated when they see the impact of their work. Simple recognition can go a long way.
What to acknowledge:
- Feedback: Highlight customer reviews and credit the people behind them.
- Social impact: If you support a cause, regularly share updates that link your team’s efforts to positive change.
- Progress: When a project is completed or a target is met, celebrate it and connect the success back to purpose.
If this feels new, don’t panic. But don’t put it off either. Small, consistent actions quickly add up to employee engagement and a culture that attracts and keeps great people. At the end of the day, everyone wants to feel valued, connected and proud of their work – including you.
At Purple Playground, we help small businesses build fair, people-first workplaces. If you’re looking for practical advice on building culture, we’re just a call away. Our outsourced recruitment services help align your people with your purpose, right from the start.
