HR Support: Creating office culture

Office culture is one of the most vital factors of office management. It will set out the working environment of the office. Sometimes office culture can be a good thing especially if it’s a social and loving environment. But if it always feels like tension rises everywhere then it can be bad for the employees. Culture is the foundation of the business where the employees will strive into. It is very important to cultivate it properly and to make it better for the future employees.

Establish core values

Core values are going to be the foundation of the office. This is where the office culture will bloom. Setting goals and developing a set of values to stick into can be very important to your success. Getting into lunches together and sharing goals and aspirations in a non-office set up can be very beneficial. Having them get to know managers in a more personal and inspiring level is a plus.

Fun workspaces

Google is famous for creating unorthodox office spaces perfect for your professionals. Of course not every business c afford the chillax vibes that Google promises. Creating small changes to your boxed office can make a huge difference. Have break rooms where your employees can take a nap or read a book during break hours is a good place to start.

Team outings

HR Support Gatherings is a great way to create bond and chemistry amongst your co-workers. It’s a great opportunity to get to know each other. Having outings like going to the beach or hiking together is a good team exercise. It doesn’t have to be grand. A simple lunch out or barbeque on the office rooftop is enough to get everyone together.


Giving back to the community is a great way to strengthen connections. It’s the best way to network and gets to know organizations. Volunteering will surely bring the human side of the company and make the employees feel like they are doing something good for humankind.

Provide training

Remember that your employees are building not jobs but careers. Not only do they want money and promotion, they also want to get better at their jobs. Bringing them to seminars that can help them improve their jobs and be better at it will be a huge deal to them. They will surely thank the company for the opportunity to improve.

Stop micromanaging

Stop micromanaging

Nothing is more demoralizing than this kind of behavior. How do you know people are doing good work? Set goals and expect people to meet them. As long as they’re hitting their quotas then you shouldn’t care about what they are doing on the daily basis. If there are some employees who are not doing a great job, make sure to just remind them of their personal goals and they will surely hit them the next time.

Start out during the recruitment process

Weed out those who will not mesh with the culture that you are trying to implement and develop. This starts with the recruitment process and should be explicitly brought up on the job and as well as in the interview process. Send a strong message as to what kind of employees you want. If you think that an individual will only die out on the office culture – especially if it’s a tough one – then it’s time to say goodbye to them.

Fostering a sense of community

If you’re trying to hire and retain anyone under the age of 35, you need to know that Millennials want to do work that matters, but they appreciate a casual environment. Instead of sitting at a desk they often camp out in a lounge area with a laptop to crank out work. A sense of community can go a long way.