Still thinking, ‘As long as I am getting a fat paycheck, why worry about culture,’ Wait till you lose your top talent to a toxic organisational culture. Six months in, and they are gone! And you? Scrambling for answers.
Culture isn’t just a vibe. It’s survival.
Wondering, “How to build a culture in your company?” Rubi Khan, Head-Culture (Learning, Talent and DEI) Luminous Power Technologies (BW 40under40 HR) breaks down the corporate values, mindset, and small yet powerful techniques in the CHRO Mindset Podcast. Listen now- https://hrone.cloud/hr-podcast/how-hr-transforms-culture-without-fixing-it/
Read now before your best people leave!
Rule 1: Don’t Fix Culture. Build It.
Organisational culture isn’t a flat tyre that you can just patch up. It’s like a bonfire—you fuel it—step-by-step. You assess what strengthens or weakens it—and then act.
How? Through daily behaviors, leadership, and values in action. Remember. No shortcuts. No quick fixes. Just persistence.
Do you know how?- Encourage leaders to stay positive. Embrace failures. Guide better.
- Nurture ideas and make them count.
- Respect isn’t a buzzword. Make it real, not rehearsed.
- Office drama? Decode it before it explodes.
- Band-aids won’t fix culture. Go for the deep repair.
Rule 2: Leaders, Quit Watching—Start Building the Workplace and Culture.
It’s leaders and the people managers who build the culture that sustains for the longest time. And it is always said that you leave because of your boss, not because of the organization.
Rubi Khan
Your employees don’t drive the change in the workplace and culture—your leaders do! They define the culture, tone, and the work vibe. If the culture’s a mess, guess who’s holding the mop?
So, how do you stop being that boss and start driving real culture in the workplace?
Do you know how?- Listen to the best HR podcasts that teach you how to communicate effectively.
- Know your people. Not just their kpis, but what keeps them sane.
- Sync up regularly. Leaders & managers need real convos, not email chains.
- Invest in leadership. Better managers = fewer headaches.
- Break bread together. Team lunches > awkward slack small talk.
Rule 3: Adopt (Profit + Purpose) Mindset.
I don’t look at culture and business separately. Right. So, when an organization is moving 4x, 5x, the culture has to align with where the organization wants to move
Rubi Khan
Obsess over profit? You’ll burn out your team. Cling too hard to purpose? Say hello to bankruptcy. Balance is the game. Still skeptical? Gallup found that companies with strong cultures see an 85% net profit boost in five years.
So yeah, together workplace and culture aren’t just a feel-good poster—it’s a money-making machine. Companies making it a priority experience a 33% increase in revenue as per Forbes.
Do you know how?- Chase profit—but if your success comes at the cost of integrity, you’re doing it wrong.
- Watch your numbers. Hope isn’t a strategy—data is.
- Be bad at the blame game. Point fingers at the problem, not people.
- Stick to an HR podcast that educates on seeing business through purpose and profit.
- Hire people who deliver—without wrecking the culture.
Rule 4: ONA: See the Gaps, Fix the Culture.
ONA is a tool. It can be used, and it can be leveraged to know who your influencers within the system are who can help culture building and cascading happen.
Rubi Khan
A solid framework isn’t optional—it’s how you keep organisational culture on track, refine it, and fix cracks before they turn into gaping holes.
Organizational Network Analysis (ONA)—is not just a fancy buzzword, but a legit way to track how employees connect, collaborate, and share knowledge. It helps spot hidden talent, key influencers, and, let’s be honest, the real MVPs keeping things afloat.
Do you know how?- Throw teams into actual inter-team exercises—because collaboration isn’t just replying to emails faster.
- Spot the influencers. Encourage them to watch leadership podcasts.
- Use ONA Tools. Polinode, NodeXL—yes, these exist. Map out who’s actually connected and who’s practically invisible.
- Un-isolate the Loners. Some teams are stuck in their own bubble—help them pop it and connect.
- Ask employees who they actually talk to.
Rule 5: Rebrand Your Culture or Watch It Crumble.
Organisational corporate culture isn’t a tagline or a glossy PDF—it’s what people see, feel, and live every day. And no, we’re not talking about corporate rebranding (aka tweaking your logo and tone to impress customers).
We’re talking culture rebranding—a whole different beast. It includes fixing values, leadership, communication, and everything that excites employee experience.
Interested? Start with The CHRO Mindset Podcast on Spotify today!
Do you know how?- Revisit core values—because “integrity” on the wall means nothing if it’s missing in the halls.
- Getting leadership on the same page—no more “do as I say, not as I do.”
- Fixing communication styles—because clarity > corporate jargon.
- Updating tech & processes—if your systems are from 2010, your culture probably is too.
- Enhancing employee experience—because a happy team is the brand.
- Thus, dont try to fix culture but rather build it.
Thus, dont try to fix culture but rather build it.