Ok, before we get into the fun stuff, let’s think about the term “team culture”. What even is this? Is it about big-budget retreats, branded swag boxes and expensive training programmes? Absolutely NOT. Strong team culture isn’t built in a fancy conference room. Culture is about people – how we communicate, collaborate, respect and show up for each other.
The good news is you don’t need a huge budget to improve the culture in your team, but you do need internal motivation: intention, consistency, a willingness to learn from others, and a genuine care for the people behind the work.
Here are 10 practical (and low-cost) ways to strengthen your team culture starting today:
1. Start meetings with a genuine check-in
This might sound basic, but it matters. When you kick off a team meeting, ask how people are doing and not just what they are doing. A few moments of genuine connection can shift the tone of the entire conversation.
It doesn’t need to be anything revolutionary, perhaps “Who did something unusual at the weekend?” or “How are you feeling after a busy week?” Remember that your team members may not want to share anything, but opening up a conversation that includes everyone and considers their lives outside of work is important.
These small rituals build trust and remind people they’re more than a to-do list.
2. Celebrate progress and not just big wins
Recognition costs nothing. A public thank you, a thoughtful email or a quick team shout-out can go a long way to making someone feel valued. And it’s not just about the big wins; acknowledging progress or effort matters just as much. It shows you are noticing your team.
Consistency is key. If someone feels their hard work is always overlooked, motivation and morale will take a hit.
3. Create shared team rituals
Establish small, recurring moments that the team can look forward to. These don’t need to be time consuming or silly, they just need to feel authentic.
Examples:
- “Monday Wins” messaging thread
- “Random Question Friday” to break the ice
- A monthly “Coffee Chat Roulette” pairing people randomly for 15 mins
These moments could spark connection across roles and reduce silos.
4. Share the context behind the tasks
It’s tempting to give your team tasks and expect them to execute. But when people don’t know why they’re doing something, they disengage. Sharing the bigger picture fosters ownership and develops a sense of purpose, a feeling of being part of something bigger.
When assigning work, add a quick note: “This helps us move toward [goal]” or “This came from [client/team/strategic decision].”
Context empowers better decisions and a stronger culture of clarity.
5. Make expectations crystal clear
A lot of workplace tension stems from unclear expectations. If people are guessing what “done” looks like, or what the communication norms are, or what their role parameters are, it can create frustration and anxiety.
So, write it down. Define roles, responsibilities, response times and what “great work” looks like. You don’t need a 30-page SOP, just clarity. It also doesn’t need to be set in stone – the role may grow and questions may come in – but give your team member parameters that make sense from the outset.
When expectations are clear, people feel safer and more confident in their roles.
6. Ask for input before making decisions
Even if you’re the final decision maker, inviting your team’s input shows respect and creates a sense of shared ownership. It also helps surface blind spots and better ideas. You may own or run the business, but that doesn’t mean you have all the answers – you absolutely don’t!
Try: “Before I make the call on this, I’d love to hear your take. What would you do?” or “Is there anything I’m not seeing here?”
People who feel heard are more likely to engage with the outcome. Plus, it shows vulnerability on your part, and your team will respect that. You’re allowed to not know best all the time!
7. Document your team norms
Culture, by definition, is a shared experience. Documenting your “how we work” norms doesn’t cost a thing and brings huge value. As you grow, it also makes it easier to find people who appreciate the ways of working, while adding their own value to the team.
Create a one-pager with things like:
- How you communicate (channels, response times)
- Meeting expectations
- What feedback looks like
- Shared values or principles
This helps set expectations and gives everyone a shared foundation.
8. Make space for learning
Learning doesn’t have to mean pricey courses or hours of training. It can be as simple as sharing a podcast, article, or resource, and carving out 15 minutes to discuss it as a team.
And remember, learning also comes from making mistakes; give your team the opportunity to grow off the back of an error and, if needed, document or adjust a process to ensure it doesn’t happen again.
You could encourage your team to share anything related to your goals, challenges or industry that they find interesting. This may encourage active dialogue, discussion and different perspectives.
It creates a culture of curiosity and shows that growth is valued.
9. Audit your internal comms
Messy communication quietly chips away at culture, and yet it is something which is so often overlooked. If people are drowning in messages, emails and calls, unsure where to find things or confused by mixed messages, it builds stress and resentment, makes life at work more difficult and can delay timely progress.
Take stock of your messaging – it’s important.
- Are tools being used consistently?
- Are important messages getting lost?
- Are people clear on how to communicate as a team?
Tidying up your communication flows can bring instant relief and make space for more meaningful connection.
10. Lead by example
Ultimately, culture is shaped by leadership. The way you communicate, give feedback, set boundaries and own mistakes sets the tone more than any team handbook ever could.
Be clear, consistent and human.
Show that it’s okay to pause, reflect and improve.
Be involved and engaged.
Be the culture you want to see in your team.
You don’t need a big budget, but you DO need big intentions
Team culture is a living, breathing part of your business, and it is constantly involving. It doesn’t need to be expensive or complicated, but it does need to be intentional.
To develop your culture, start small. Pick one idea from this list and test it out with your team. See how it feels, gather feedback and build from there. You are not expected to fix everything overnight.
And if you’re not sure where to begin, or if your team feels a little off lately, I’d love to help. I offer “Calm the Chaos” sessions where we unpack what’s going wrong behind the scenes and build a tailored action plan for improving communication and team cohesion.
Want to chat? Get in touch!