Think about the best team you’ve ever worked with.
What made it special?
Was it the sense of trust?
The open communication?
The feeling that your contributions genuinely mattered?
Now, think about the teams that struggled - where stress ran high, motivation was low, and people left as soon as a better opportunity came along.
If you’re a manager or team lead, you’ve likely experienced both. You know what it’s like to carry the weight of keeping a team engaged, productive, and happy. You see the signs when morale dips - quiet quitting, disengagement, or even outright resignations - and you want to turn things around.
But between deadlines, meetings, and daily pressures, where do you even start?
Small, intentional changes can have a big impact. You don’t need a huge budget or executive approval to start improving your workplace culture. Sometimes, a shift in how you communicate, recognise effort, or create space for work-life balance is enough to reignite a team’s motivation and loyalty.
Megan Alexander, managing director at Robert Half New Zealand has been a people leader for the majority of her 20-year career in recruitment. Not only does she have experience in improving workplace culture in her own business but also in advising others to do the same.
“I am talking to Kiwi business leaders day in and day out. When I am recruiting for a role, I always like to get a good understanding of the workplace culture of the organisation I am seeking for as jobseekers will often ask recruiters to describe the workplace culture at a prospective business. Things like, do they have team building days? How do they communicate recognition? Is work life balance valued and how do their workplace policies reflect this?
“In my conversations with business leaders, if I notice there is a lack of initiatives that portray a healthy workplace culture, I will suggest easy strategies to implement in their business. And while this takes time to come to fruition and make a tangible difference, not only does it strengthen their workplace culture, but allows me to recruit top talent to their business.”
Robert Half’s most recent New Zealand Salary Guide has revealed Kiwi workers’ wishlist from their employer this year, and on the list, 18% said they wanted better corporate culture. Corporate culture is a key part of the overall employee experience, and getting this right can be the difference between loyal staff members and high attrition rates.
In New Zealand’s modern workplace culture, where fairness, flexibility, and well-being are valued, the right strategies can help you build a stronger, happier, and more committed team.
This guide explores five practical, human-centered activities to improve workplace culture, helping you create an environment where people don’t just work - they thrive.
1. Create a culture of transparency and open dialogue
Trust is the foundation of a great workplace culture, and trust is built through clear, honest, and two-way communication.
A culture of transparency starts with open conversations. Instead of waiting for formal performance reviews, managers should engage in regular check-ins, encourage team discussions, and create safe spaces for feedback. When employees understand company goals, upcoming changes, and the reasoning behind key decisions, they feel more engaged, motivated, and loyal.
More importantly, listening is just as crucial as speaking. Employees who feel unheard disengage quickly, leading to low morale and high turnover. Leaders must actively seek input, whether through one-on-one meetings, anonymous surveys, or informal team discussions, and most importantly - act on that feedback.
A transparent workplace is one where employees feel respected, informed, and valued.
Related: How to instill effective workplace communication
2. Recognise and reward contributions in meaningful ways
Employee recognition is one of the simplest yet most overlooked activities to improve workplace culture.
But in 2025, a generic “thank you” email won’t cut it - personalised and authentic recognition is what truly makes a difference.
Recognition should be genuine, inclusive, and frequent. Whether through peer-nominated awards, company-wide shoutouts, or small but thoughtful perks like extra time off, leaders must find creative ways to celebrate achievements.
However, recognition isn’t just about major accomplishments. Small, everyday contributions matter too - whether it’s a team member helping a colleague, solving a problem creatively, or consistently bringing positive energy to the workplace. When employees see their efforts acknowledged, they feel valued, remain engaged, and are more likely to stay committed to the organisation.
3. Prioritise work-life balance as a business essential
New Zealand is often ranked among the best countries for work-life balance, and employees expect companies to actively support their well-being.
While flexible work arrangements became the norm in recent years, companies must go beyond remote work policies and focus on sustainable, long-term solutions for work-life harmony.
This means rethinking productivity metrics - moving away from hours spent at a desk and toward outcome-based performance. Encouraging employees to set boundaries, take breaks, and unplug after work isn’t just about individual well-being; it directly impacts overall team productivity and morale.
Companies that genuinely prioritise work-life balance also invest in mental health support. Access to counselling services, wellness programs, and mental health days shows employees that their organisation cares about them as people, not just workers.
Businesses that embrace a people-first approach will see the greatest returns in employee retention and satisfaction.
Related: Management tactics for an employee not working out their notice period
4. Invest in learning and growth opportunities
No one wants to feel stuck in their career, and lack of growth is one of the top reasons employees leave a company. Investing in continuous learning and development is no longer optional - it’s a necessity.
New Zealand’s workforce values upskilling and professional growth, but opportunities must be accessible and aligned with employees’ career aspirations. This doesn’t mean every company needs an expensive leadership academy. Sometimes, small initiatives like mentorship programs, internal training sessions, or financial support for courses can make all the difference.
More importantly, growth opportunities should be customised to individual needs. Not every employee wants a leadership role - some may prefer to develop technical expertise, explore cross-functional skills, or transition into a new area.
When companies actively support career development, employees feel motivated, engaged, and committed to their long-term future within the organisation.
Related: What are the benefits of a learning culture in the workplace?
5. Build stronger teams through social and community engagement
A strong workplace culture isn’t just about policies and perks - it’s about genuine human connections. In New Zealand, where community and teamwork are deeply ingrained in the culture, organisations must focus on fostering meaningful relationships among employees.
Team building isn’t about forced trust falls or awkward icebreakers - it’s about creating experiences that bring people together naturally. Whether it’s team retreats, social gatherings, volunteer initiatives, or wellness challenges, these activities give employees a chance to connect beyond their daily tasks.
One of the most effective ways to enhance workplace culture is to align team activities with shared values. In an increasingly purpose-driven workforce, employees are more engaged when their company supports social causes they care about. Organising volunteering days, sustainability initiatives, or charity drives can create a sense of shared purpose and belonging - key elements of a strong workplace culture.
“This is something we do exceptionally well at Robert Half. As one of the leaders here, I strive to give my team things to look forward to in their calendar where they can strengthen relationships with colleagues away from their desk. Other businesses can follow suit by planning end of quarter celebrations, team sports days, charity days, year kick off and Christmas parties, and culturally significant days like Matariki,” says Megan.
Related: 5 management myths to avoid
Creating a workplace culture that lasts
Workplace culture isn’t defined by a single initiative or policy - it’s built through consistent actions, leadership, and shared experiences.
For managers and team leads, the goal is clear: foster a work environment where employees feel heard, valued, and motivated to stay.
As the expectations of the modern workforce continue to evolve, one thing remains certain - businesses that prioritise people will always have the strongest cultures and the most loyal teams.
Frequently Asked Questions (FAQs)
What are fun activities for company culture?
Gamified learning
Team days out
Celebrating the success of others
Competitions/leaderboards
Charity days
Early Friday finish
Workshops
How can I improve my working culture?
Encourage honest feedback
Acknowledge and celebrate achievements
Foster collaboration and connect among colleagues
Support employees’ wellbeing
Demonstrate positive values and behaviours
Why is it important to build a positive company culture?
A positive company culture drives employee engagement and retention, leading to increased productivity and innovation. It fosters a supportive environment that enhances well-being, strengthens the employer brand, and improves customer satisfaction.
How to keep a positive company culture during a time of change
Maintaining a positive company culture during change requires clear, consistent communication and transparency. Actively listen to employee concerns, provide support, and reinforce core values to create a sense of stability and unity.
