We asked workplace culture experts how they build engaged, collaborative teams. Here’s what they learned about creating environments where employees thrive
- Implement Culture Champions Initiative
- Engage in Culture Swaps
- Prioritize Transparent Communication
- Celebrate Milestones Together
- Host Monthly Town Halls
- Facilitate Cross-Functional Learning
- Organize Non-Work-Focused Meetings
- Create Shared Rituals
- Honor Chair Celebrations
- Emphasize Values in Onboarding
- Share Mission Moments
- Conduct Quarterly Culture Surveys
- Implement Inclusive Recognition Programs
- Host Virtual Team-Building Events
- Hire Based on Character
- Put People First
16 Ways to Connect Employees and Build a Strong Company Culture
Implement Culture Champions Initiative
One practice I’ve found deeply impactful in fostering a sense of connection among employees, regardless of their location or role, is the implementation of a “Culture Champions” initiative. The concept revolves around identifying individuals within the organization who naturally embody the values and principles we hold dear. These individuals serve as ambassadors, ensuring that our core mission is not just communicated but actively practiced at every level of the organization.
The role of a Culture Champion is twofold. First, they model our values in action, setting an example for others to follow. Their everyday behavior, whether in decision-making, interactions with clients, or collaboration with colleagues, serves as a living representation of what our organization stands for. This kind of visible leadership helps others see how they, too, can align their work and actions with the broader mission.
Second, these champions act as bridges between leadership and the rest of the team. They create a channel for open communication, allowing team members to share their thoughts, concerns, or ideas in a way that feels approachable and safe. In turn, these champions relay that feedback to leadership, ensuring that every voice is heard and considered. This helps create an inclusive environment where people feel valued and engaged, no matter where they’re located.
To support these champions, I believe in equipping them with the tools they need to succeed, training in leadership and communication, access to resources, and opportunities to collaborate with one another. It’s also vital to recognize and celebrate their contributions publicly, reinforcing their importance to the organization and inspiring others to carry the culture forward.
By creating an environment where culture is championed by individuals across all roles and locations, we ensure that our values remain at the heart of everything we do. It’s a powerful reminder that culture isn’t something dictated from the top, it’s co-created by every member of the team.
Saralyn Cohen
CEO, Able To Change Recovery
Engage in Culture Swaps
One practice that’s been surprisingly effective for connecting our global team is what we call “Culture Swaps.” Each quarter, we randomly pair up employees from different departments and time zones, and ask them to exchange a small piece of their day-to-day world—whether it’s a playlist they use to focus, a personal productivity hack, a meal they prepared, or even a photo walk of their local neighborhood.
It’s different from the usual team-bonding “coffee chats.” By focusing on everyday personal experiences instead of just professional backgrounds, people get a peek into someone else’s life in a real, human way. That sense of discovery and mutual curiosity builds empathy across all levels of the organization. It also introduces some magic back into remote collaboration: You see a sliver of how someone on the other side of the planet experiences their Tuesday. It’s informal, low-lift, and feels much more natural than forced icebreakers or lengthy culture decks.
The result? Employees who’ve never met in person talk about feeling a sense of shared belonging. When someone pings a colleague for a project update, they know a bit about the breakfast burrito recipe that colleague tried or the scenic trail they hike on weekends. It reinforces that remote work can still have a rich cultural tapestry—one that’s built on real-life details you’d ordinarily never uncover.
Derek Pankaew
CEO & Founder, Listening.com
Prioritize Transparent Communication
To ensure all employees, regardless of location or role, stay connected to our company culture, we prioritize transparent communication. Our weekly all-hands meetings are a cornerstone of this effort. Everyone, from remote workers to office staff, joins a video call to discuss company updates, celebrate achievements, and share ideas.
This initiative works because it provides a consistent platform for connection. Employees from different departments, such as development, marketing, or customer support, get equal visibility. We also use these meetings to highlight small wins, which helps reinforce our sense of community. Regular interaction like this fosters inclusion, making sure no one feels isolated, no matter where they are located. It’s an easy way for everyone to engage with the company’s direction, regardless of their role. This has proven to be an effective way to keep the culture intact and ensure everyone feels part of the team.
Marin Cristian-Ovidiu
CEO, Online Games
Celebrate Milestones Together
Celebrating milestones together has been a deeply meaningful practice that fosters connection and community, regardless of someone’s role or location. Whether it’s recognizing personal achievements like welcoming a new child or celebrating professional milestones such as years of service, these shared acknowledgments remind us all that we’re part of something bigger, a true community that values the individual.
When someone reaches a milestone, I believe it’s crucial to celebrate it authentically and thoughtfully. It’s not just about saying “congratulations,” it’s about making the person feel seen and valued. For example, I’ve always made an effort to highlight these moments in a way that resonates with the individual, whether that’s sharing a story about their contributions during a team meeting or sending a personalized message. When it’s a professional milestone, like a work anniversary, I enjoy reflecting on their journey and acknowledging the unique impact they’ve had on our collective mission.
For personal milestones, the approach is equally heartfelt. If someone in the community welcomes a new baby or achieves a significant life goal, we make space to share in their joy. This might mean organizing a small gathering or even just ensuring they receive a thoughtful gesture that lets them know we’re cheering them on. These moments are about more than recognition, they’re about connection. They show that we care about each other as whole people, not just for the roles we play in our work.
These celebrations create a shared sense of belonging and remind everyone that they’re valued as individuals. They help break down barriers like distance or differing roles by emphasizing what unites us, our humanity, our shared goals, and our support for one another. Over time, these shared moments become part of the fabric of a strong, inclusive community, ensuring no one feels disconnected, regardless of where they are or what they do.
Tyler Bowman
Founder & CEO, Brooks Healing Center
Host Monthly Town Halls
At our company, we prioritize ensuring that all employees, regardless of location or role, feel connected to the company culture. One initiative that has been particularly effective is our monthly town halls, designed to bring everyone together in a way that fosters inclusivity, transparency, and camaraderie.
How It Works:
- Shared Experience Across Locations – Each month, we organize a company-wide virtual town hall where all employees, whether on-site or remote, join together. To create a unified experience, we provide food for every team member, delivered to their location, so everyone can share a meal while participating.
- Transparent Communication – During the town halls, leadership shares updates on company performance, upcoming initiatives, and achievements, ensuring everyone is informed and aligned. This openness helps employees feel involved and valued, no matter their role.
- Employee Recognition – A core part of each town hall is recognizing employee contributions. Whether it’s celebrating individual milestones, team accomplishments, or customer success stories, this segment reinforces the culture of appreciation and motivates everyone to stay engaged.
- Interactive Q&A – We dedicate time for employees to ask questions directly to leadership, fostering an environment of open communication and mutual respect. This interaction strengthens the connection between leadership and staff while addressing concerns or suggestions in real time.
This initiative helps bridge the gap between remote and on-site employees by creating a shared sense of belonging. The simple gesture of providing food adds a personal touch that makes everyone feel equally valued, regardless of location.
Since introducing monthly town halls, we’ve noticed improved employee engagement and stronger alignment with company values. Feedback from employees has been overwhelmingly positive, with many highlighting the importance of feeling included and heard.
Building a connected company culture requires intentional effort, and our monthly town halls have been instrumental in creating a sense of community. By combining transparency, recognition, and shared experiences, we ensure that every employee feels like a vital part of the organization, regardless of where they are or what role they play.
Adrian Ghira
Managing Partner & CEO, GAM Tech
Facilitate Cross-Functional Learning
One of the most impactful practices I’ve seen in fostering a strong sense of connection, regardless of location or role, is creating opportunities for cross-functional learning. Workshops and training sessions that bring together individuals from different departments not only enhance skills but also build a sense of shared purpose and collaboration. When people from diverse roles come together to solve challenges or share expertise, they gain a clearer understanding of how their contributions fit into the broader mission. It’s an approach that aligns with my belief in the transformative power of education, learning isn’t just an individual pursuit but a collective process that strengthens teams and communities.
For example, these sessions often involve collaborative problem-solving exercises or brainstorming discussions that require input from various perspectives. Whether it’s tackling strategic initiatives, optimizing workflows, or simply understanding how another team operates, these experiences help break down silos and foster mutual respect. Employees leave these sessions with a richer appreciation for the diverse talents within their organization and a deeper connection to the goals they are collectively working toward.
What I’ve found most rewarding about this approach is the way it cultivates a sense of empowerment. Participants often express how much they value stepping outside their immediate responsibilities to see the bigger picture. It’s not just about what they learn but also about the relationships they build and the renewed energy they bring back to their roles. This type of intentional learning environment mirrors what I’ve always emphasized in education: when people understand their purpose within a system and feel supported by their peers, they are better equipped to contribute meaningfully and grow both personally and professionally.
This practice demonstrates how fostering collaboration and understanding between individuals with different perspectives can create a stronger, more unified culture where everyone feels valued and engaged in a shared mission. It’s about creating spaces where people not only learn but also connect, ensuring a culture of inclusivity and mutual respect.
Joel Butterly
CEO, Ingeniusprep
Organize Non-Work-Focused Meetings
We know how important it is to create meaningful touchpoints that make everyone feel seen, heard, and valued. Here’s how we bring our team together:
1. Monthly Non-Work-Focused Meetings: Work isn’t the only thing we bond over. Every month, we gather virtually for fun-filled events like trivia nights, virtual escape rooms, cooking challenges, or even themed happy hours (think “Bring Your Pet to Zoom” or “90s Nostalgia Night”). These moments remind us that we’re more than colleagues—a community.
2. Recognition Through Bonusly: We all know how great it feels to be recognized, and Bonusly makes it easy. Whether it’s a “thank you” for helping solve a tricky issue, kudos for living out our company values, or just a “shoutout” for being a great teammate, Bonusly helps us celebrate each other in real-time. It’s not just about points or rewards—it’s about showing gratitude and creating a ripple effect of positivity.
3. Dedicated Social Channels for Connection: On Slack, we have channels beyond work—#PetsOfKarizma, #TravelTales, #BookClub, and even #MemeExchange. It’s not uncommon to see adorable pet pics, vacation recaps, or heated debates over the best sci-fi novels. These spaces let us share our lives and connect on a human level.
4. Feedback and Improvement Sessions: Your voice matters here. Through biannual surveys and focus groups, we actively seek feedback on what’s working and where we can grow. Even better? We act on it. When someone suggested shorter meeting times, we made it happen. When another asked for more wellness resources, we rolled out guided meditation sessions. Change starts with listening.
5. Celebrating Personal Milestones: No milestone is too small to celebrate. From birthdays to work anniversaries to the “I just ran my first marathon” moments, we ensure these achievements don’t go unnoticed. Whether it’s a heartfelt Slack message, Bonusly points, or a surprise delivery to their doorstep, we make it personal because our people matter.
By combining professional development, meaningful recognition, shared celebrations, and personal connection opportunities, we ensure that every employee feels like a vital part of the team, no matter where they are. This holistic approach strengthens engagement, collaboration, and company-wide cohesion.
Toccara Karizma
CEO, Karizma Marketing
Create Shared Rituals
Creating shared rituals, like “Weekly Wins” emails, connects employees to company culture. Employees across locations share successes and stories, uniting diverse perspectives. These rituals build trust and foster camaraderie, regardless of physical distance or role. By celebrating small victories, we strengthen a sense of belonging and shared purpose. Simple but consistent practices ensure culture remains vibrant and inclusive globally.
Hosting monthly “Culture Spotlights” highlights diverse stories and contributions across the team. Employees share their unique journeys, values, and personal achievements during these sessions. This celebration of individuality strengthens collective identity and showcases our culture in action. It creates a platform for empathy, understanding, and mutual appreciation among team members. Spotlighting diversity enhances inclusivity and strengthens bonds across roles and geographies.
Jason Hennessey
CEO, Hennessey Digital
Honor Chair Celebrations
Our “Honor Chair” celebrations create meaningful connections across departments. These monthly spotlights let team members share specific examples of how colleagues made their work better, fostering genuine appreciation and collaboration.
During our last company meeting, an IT specialist highlighted how our content writer streamlined the documentation process with clear templates. This recognition not only boosted morale but sparked a company-wide initiative to improve cross-team workflows.
Make recognition specific and achievement-focused: Share exactly how someone’s work impacted others. It naturally builds stronger connections than generic praise.
Aaron Whittaker
VP of Demand Generation & Marketing, Thrive Digital Marketing Agency
Emphasize Values in Onboarding
Onboarding in any organization is more than a process, it’s the foundation for creating meaningful connections and ensuring new team members feel a part of something bigger. I’ve always believed that when someone joins a team, their integration into the culture is just as important as learning their specific role. That’s why I emphasize an onboarding approach that’s centered on values and shared purpose rather than just policies and procedures.
From the start, it’s crucial to create an experience that helps individuals see how their personal and professional goals align with the larger mission of the organization. This involves more than a simple orientation, it’s about fostering connection. One of the strategies I’ve found most effective is facilitating a structured program where new hires meet colleagues across departments and locations. These sessions provide not only introductions but also shared stories of success, resilience, and the values that drive the organization’s work. By hearing directly from peers and leaders, new team members see the tangible impact of their future contributions.
Another key element is assigning culture mentors, peers who serve as guides during the first few months. These mentors are invaluable in demonstrating how values like accountability, collaboration, and compassion translate into daily actions. It’s not just about teaching the culture but living it alongside new hires.
I also incorporate reflective exercises into onboarding, encouraging team members to consider how their personal values align with the collective mission. This step is particularly impactful because it helps build a sense of ownership and belonging right away. Whether someone works in a clinical, administrative, or operational role, they need to see that their work contributes to a shared vision.
By focusing on culture during onboarding, you create a solid foundation for connection, no matter where someone is located or what role they fill. It’s about ensuring every individual feels they’re not just part of a workplace but part of a community working toward meaningful change.
Justin McLendon
Lcmhc, Lcas & CEO, New Waters Recovery
Share Mission Moments
You know, when you’re leading a platform that serves over 21 million public sector job seekers across the nation, ensuring every team member feels truly connected to our mission is both a challenge and an absolute necessity. It’s not just about perks or policies—it’s about cultivating a shared sense of purpose that transcends location or role.
One practice that’s been a game-changer for us is our “Mission Moments” program. Each week, we dedicate time for team members to share stories of how their work has directly impacted the lives of the job seekers and government agencies we serve. Whether it’s helping a veteran transition to a meaningful civilian career or enabling an agency to quickly fill a critical public safety role, these stories remind us of the real human value behind our day-to-day tasks.
What’s particularly powerful is hearing these stories from team members across all departments and locations. When a developer in Seattle shares how her code improvements helped a job seeker in Miami find the right opportunity faster, or when a salesperson in New York hears how his efforts enabled a small town in Texas to attract top talent, those geographic and functional barriers melt away. We’re all connected by the same driving purpose.
Since launching Mission Moments, we’ve seen employee engagement scores jump by over 30% and cross-functional collaboration increase measurably. But more than the metrics, it’s the authentic pride and camaraderie you feel in every interaction that shows me we’re on the right track.
So my advice? Find ways to consistently connect your team to your “why”—the real-world impact of their efforts. Make it personal, make it human, and make it a shared experience. That’s how you build a culture that engages and inspires, no matter where or how your team works.
Michael Hurwitz
President/Co-Founder, Careers in Government
Conduct Quarterly Culture Surveys
Quarterly culture surveys have been a critical part of fostering connection and engagement within any organization I’ve been part of. These surveys go beyond simply collecting feedback; they are a way to genuinely listen to employees and understand their experiences. Whether someone is working in direct client care, admissions, managed care, or another role entirely, ensuring they feel connected to the organization’s values and mission is vital for creating a cohesive and supportive environment.
The surveys are designed to touch on meaningful areas such as employee engagement, perceptions of the organizational culture, and team dynamics. More than just a task to complete, they are an opportunity for every voice to be heard. I believe that when people feel heard, it builds trust, motivation, and a deeper sense of connection to their work. Personally, I’ve always found it inspiring to see how much insight employees can offer when they’re invited to share their thoughts in a safe and supportive way.
The true impact of these surveys, however, is in how the feedback is used. Gathering responses is just the beginning; it’s what happens next that makes all the difference. Leadership needs to analyze the data with care and implement actionable steps based on the results. For example, if feedback highlights the need for better communication, processes can be adjusted to provide clearer channels. If there’s a call for more recognition, tailored initiatives can be developed to celebrate employee contributions. Acting on feedback demonstrates to employees that their perspectives matter and creates a culture where everyone feels valued.
Transparency is also essential. Sharing the results and the subsequent actions being taken not only closes the loop but reinforces trust. It’s one thing to ask for input, but showing how it directly influences organizational improvements makes people feel like an integral part of the process. Over time, this ongoing cycle of listening, acting, and communicating builds a stronger connection among employees, regardless of their location or role. It’s a simple but powerful way to ensure that everyone feels like they’re contributing to and benefiting from a shared vision.
Becky Babb
CEO, Crestone Wellness
Implement Inclusive Recognition Programs
Recognition programs are one of the most effective tools I’ve seen for ensuring that everyone, no matter their role or location, feels genuinely connected to the overall mission and values of an organization. In my experience, creating a culture where employees are seen and appreciated for the unique contributions they bring isn’t just a nice-to-have, it’s essential. When people know their efforts are recognized and celebrated, they feel a stronger sense of belonging and purpose, which directly impacts how they engage with the team and the work.
One of the key elements of a successful recognition program is its inclusivity. It’s important to ensure that recognition isn’t limited to leadership or a specific department but is open to everyone. This means creating opportunities for peers, supervisors, and even clients to highlight employees who truly embody the core values of the organization. When recognition is based on these shared values, it reinforces the culture in a way that resonates with the entire team.
Public acknowledgment is another cornerstone of an impactful recognition program. Sharing individual or team achievements in meetings, internal communications, or virtual gatherings has a ripple effect. Not only does it celebrate the person being recognized, but it also reminds others of the principles we all strive to uphold. This kind of visibility is especially powerful for team members who work remotely or in less centralized locations, it reassures them that their efforts are valued just as much as those who might be more physically present.
A recognition program isn’t just about the immediate boost it provides. It’s about creating a lasting culture where people feel connected, valued, and inspired to keep contributing their best. I’ve found that when you take the time to honor someone’s work, it builds trust, fosters motivation, and, most importantly, reminds everyone that they’re part of something meaningful. These connections are vital not just for individual morale but for the overall health and success of the entire team.
Ryan Hetrick
CEO, Epiphany Wellness
Host Virtual Team-Building Events
Virtual team-building events have been an incredibly effective way to foster a sense of connection and belonging, regardless of where employees are located or their role within the organization. These events are thoughtfully designed to include everyone, ensuring that no one feels left out or disconnected from the broader team. For me, this approach resonates deeply because it mirrors the values of humility, compassion, and dignity I’ve sought to emphasize throughout my career.
Activities like trivia nights, fitness challenges, and book clubs are more than just fun diversions; they create opportunities for real, meaningful interaction. Trivia nights, for instance, allow people from different departments or locations to connect in a lighthearted, informal setting. Sharing laughs, engaging in friendly competition, and learning random facts together help break down barriers that might exist in the day-to-day work environment. These moments of connection build relationships that extend far beyond the event itself.
Fitness challenges are another favorite because they combine personal growth with community building. Encouraging one another to hit a step goal, join a yoga session, or participate in a shared wellness initiative creates a sense of shared purpose. The support employees show each other during these challenges demonstrates the power of teamwork and mutual encouragement.
Book clubs have a unique ability to deepen connections by sparking thoughtful conversations. Choosing books that reflect shared values or inspire meaningful dialogue allows people to share their perspectives and grow together. It’s in these small but intentional actions that a culture of inclusivity and support truly thrives.
These events serve as a reminder that no matter where we work from or what role we hold, we’re all part of a larger mission. It’s not just about getting tasks done, it’s about building a sense of community where everyone feels valued and understood. That’s the heart of creating a culture that connects people in a real and lasting way.
Tzvi Heber
CEO & Counselor, Ascendant New York
Hire Based on Character
We value hiring based on character, not just experience. Early in my career, a mentor told me, “Skills can be taught, but integrity, work ethic, and a positive attitude are what make someone a true asset.” This advice profoundly shaped how I run my business, and it has become a cornerstone of our hiring practices. By focusing on individuals who align with our company values and demonstrate a genuine commitment to growth and teamwork, we’ve built a culture rooted in trust, collaboration, and shared purpose.
To ensure all employees—regardless of location or role—feel connected to this culture, we’ve implemented initiatives that emphasize inclusivity and communication. One particularly effective practice is our mentorship and development program. Every new hire, whether experienced or just starting, is paired with a mentor who embodies our values and helps guide them through their journey with the company. This has helped new employees feel welcomed and has strengthened bonds across teams by fostering mutual support and understanding.
Investing in the right people and providing opportunities for personal and professional development has allowed us to create an environment where employees feel valued and empowered. This has led to exceptional service for our customers and is the driving force behind our long-term growth and our reputation as a company that truly values people above all else.
Lisa Purvins
Owner, Pro-Tech Heating & Cooling
Put People First
As a family business, the principle of always putting people first—employees, customers, and the community—has been the cornerstone of our success. Growing up in this business, I learned that it’s not just about the work you do; it’s about the relationships you build along the way. This lesson profoundly shaped how I approach leadership and company culture today.
From the beginning, I’ve prioritized creating a positive, supportive work environment for our employees. Happy and well-supported employees feel valued, which motivates them to deliver their best work. This dedication to our team directly translates into the superior service our customers experience. It’s a ripple effect: when employees thrive, customers receive better care, and trust in our brand grows.
Our commitment doesn’t stop there. We actively engage with our community through charitable efforts and by supporting local organizations. These initiatives not only strengthen our reputation but also give our employees a sense of shared purpose and pride in what we do. It’s never been just about providing great HVAC service. It’s about building a culture where employees feel like family and customers know they are genuinely cared for. This remains the foundation of how I run the company and why we continue to grow and succeed.
Andrew Hulsebos
Service Director, Reiner Group Inc.
