Workplace culture…the invisible force that drives everything from how you collaborate to how you handle those “Is it Friday yet?” moments. It’s something we all feel but often struggle to define. And trust me, it’s even trickier to build, especially as a fully remote company scattered across time zones and continents.
But here’s the thing: culture matters. Not just in a fuzzy, feel-good, “isn’t this a great place to work?” way—though that’s important too—but because happy people drive your business. If your people are thriving, so is your company. It’s not rocket science—just fundamental human nature.
Culture took center stage last week during UKG Aspire in Las Vegas. Happy people, the importance of treating employees well, and fostering meaningful workplace connections were recurring themes throughout the event. We were humbled by the compliments we received about our own company culture and inspired by the conversations around creating environments where people genuinely thrive.
So, this month, I want to dive deeper into what culture really means, why it’s so vital, and how we’re working to build one that keeps our people happy and our business strong.
What is culture, really?
Culture is simply “how we do things around here.” It’s a reflection of who we are, what we value, and how we show up to work every day. It’s embedded in our decisions, from how we onboard new team members to how we communicate (or don’t) on Teams.
If you’re a leader thinking, “Oh, culture is HR’s job; I’m too busy with day-to-day business,” it’s time for a rethink. Culture is everyone’s responsibility, but leaders must be obsessively aligned about it. It’s not just about setting a good example or putting inspiring quotes on the wall (though I do love a good quote). It’s about ensuring your company’s values are clear, consistent, and lived daily.
Remote doesn’t mean detached
Here’s where it gets tricky for us fully remote folks. Without a physical office, you can’t rely on casual coffee chats or impromptu desk-side check-ins to keep the culture alive. Our culture has to live in how we work together digitally. That means being extra intentional about the way we communicate, collaborate, and celebrate.
Think about it—every Teams message, video call, and email adds to our culture. That’s why clarity, kindness, and humor matter so much. We may not be able to high-five each other in the hallway, but we can still be human in how we connect. And when we nail that, it’s magic.
The purpose behind the work
Research tells us that when employees understand the purpose of their work, they’re more engaged and perform better. So, as leaders, it’s on us to make sure every person, from your newest intern to your most seasoned exec, knows how their work contributes to the big picture. And no, a vague “we’re all part of the team!” won’t cut it. It’s got to be specific, meaningful, and repeated often enough to stick.
In a world where purpose fuels performance, we must ask ourselves: How does our culture support our strategy today? And, more importantly, where do we need to go from here?
Keeping it real
Culture isn’t a ‘set it and forget it’ thing. It’s a work in progress, constantly evolving as we grow. There’s always a gap between the culture you have and the one you want. Closing that gap requires data, self-reflection, and some good old-fashioned accountability.
How do we measure culture in a remote world? Through consistent feedback, engagement surveys, and those all-important human conversations. We’ve got the tools in our WFM and HCM products to help with that—so put them to good use! This is where data meets humanity. It’s about more than just numbers; it’s about knowing how your people really feel and helping them connect to your company’s mission.
So, where do we go from here?
First, let’s get one thing straight: culture doesn’t happen by accident. It’s intentional. It’s shaped by leaders who understand that happy people are the real engine of success. And it takes time. We’re talking years of small, deliberate actions that add up to something powerful.
So, if we want to build a culture that drives performance—and keeps our people happy while doing it—we need to ask ourselves a few questions:
- What behaviors do we want to see from our teams every day?
- How do we ensure those behaviors are reflected in every interaction with our customers?
- And how can we keep evolving without losing sight of what makes us unique?
The bottom line
The culture conversation needs to happen at the top but ripple through every level of the company. Leaders, this one’s for you: if you want a high-performing team, you have to invest in the culture that supports it. Get aligned. Get obsessed with the details. And remember, happy people drive your business—whether they’re sitting next to you in an office or half a world away.
Love, Amanda