As a recruiter, I speak with candidates daily about their experiences with various organizations, and one topic that comes up consistently is company culture. Whether candidates are seeking a new opportunity or explaining why they’re leaving their current role, poor company culture is a recurring theme. Issues like lack of communication, limited recognition, work-life imbalance, and lack of diversity all surface during these conversations. The good news is that these are fixable issues. Based on what I hear from candidates, here are five ways you can build an amazing company culture that people want to be part of.
1. Encourage Open Communication: Avoid the “Feedback Black Hole”
One of the most common complaints I hear from candidates is that they don’t feel heard in their current role. Whether it’s a suggestion that went unacknowledged or concerns that were brushed aside, this “feedback black hole” leads to disengagement. Improving communication is crucial.
- Frequent feedback loops: Regular check-ins between managers and employees can ensure that voices are heard and acted upon.
- Transparency at all levels: Candidates frequently mention that they feel out of the loop. Sharing company goals, decisions, and challenges with all employees helps foster trust and unity.
- Leadership accessibility: When leadership is approachable, employees feel more valued and connected to the company’s vision.
2. Prioritize Employee Recognition: No More Feeling Invisible
Time and again, candidates tell me they left companies because they felt invisible—like their hard work wasn’t acknowledged or valued. Recognizing employees for their contributions is key to building a positive culture where people feel appreciated.
- Create a recognition culture: Whether it’s small daily acknowledgments or formal rewards programs, recognize employees for their efforts. Candidates often mention that even a simple “thank you” can go a long way.
- Make it personal: Personalized recognition that aligns with the individual’s preferences or work style can create a deeper impact.
- Empower peer-to-peer recognition: Encouraging employees to recognize one another boosts morale and helps everyone feel part of a supportive team.
3. Foster Work-Life Balance: Candidates Want Balance, Not Burnout
A huge reason candidates explore new roles is burnout. Many describe working in environments where long hours were the norm and personal time wasn’t respected. In a world where flexibility is now an expectation, fostering work-life balance isn’t just nice to have—it’s essential.
- Embrace flexible working: Whether it’s remote work, flexible hours, or hybrid options, candidates consistently say they’re drawn to companies that offer flexibility.
- Normalize time off: Companies need to actively encourage employees to take their vacations and use their benefits. I’ve spoken to countless candidates who feel guilty for taking time off, even when they desperately need it.
- Promote wellness initiatives: A culture that prioritizes mental and physical well-being speaks volumes about how much you value your employees, which is a strong draw for potential hires.
4. Promote Diversity, Equity, and Inclusion: Avoid a “Monoculture”
Another point of frustration I hear from candidates is the lack of diversity in their current workplaces. Many describe “monocultures” where innovation and fresh perspectives are stifled. Companies that prioritize diversity and inclusion not only attract a broader talent pool but also foster a more creative and collaborative environment.
- Develop inclusive hiring practices: Ensure that your recruitment strategies attract diverse candidates by reaching out to underrepresented groups.
- Build an inclusive environment: Once hired, employees should feel like they truly belong. Initiatives that celebrate different backgrounds, experiences, and perspectives are key.
- Offer DEI training: Regular training to address unconscious bias and promote inclusive behaviors is essential for building an environment where everyone feels respected and valued.
5. Invest in Professional Development: Stagnation Leads to Frustration
Many candidates cite a lack of growth opportunities as a reason for leaving their jobs. They want to know that their company is invested in their personal and professional growth. If employees feel like they’re stagnating, they will look elsewhere.
- Provide career development paths: One of the best ways to retain top talent is to show them they have a future within your organization. Work with employees to create clear career development plans.
- Offer learning opportunities: Whether through workshops, certifications, or mentorship programs, offering learning and development opportunities signals that you care about employees’ long-term success.
- Promote from within: Candidates consistently express frustration when external hires are prioritized over internal talent. Promoting from within shows that you recognize and reward loyalty and growth.
As a recruiter, I see first-hand how company culture can make or break a candidate’s decision to join or leave an organization. Poor communication, lack of recognition, imbalance in work-life, and minimal opportunities for growth are common complaints. By addressing these issues and fostering a culture of openness, recognition, balance, diversity, and development, you can not only attract top talent but also create a workplace where people are excited to stay and grow. Remember, great company culture isn’t just about attracting talent—it’s about keeping them too.
About Carrie Longmire, Recruiting Director
As a servant minded and seasoned Human Resources professional with over 15 years of experience in all aspects of Human Resources, Carrie is a dedicated to and passionate about helping others achieve their professional goals. She understands the importance of a fulfilling career and how it greatly impacts one’s overall well-being and happiness.
Carrie takes the time to truly understand the needs and desires of those she works with, going beyond simply placing them in a job, but rather assisting them in achieving fulfillment in all aspects of their lives through the development and enhancement of their career. Her approach is service focused, personal, and “high touch.” She takes the time to build strong rapport with each individual to ensure the best possible career match. Continue reading about Carrie on her bio page.