Why Workplace Culture Matters for Business Success

What is culture though? Culture is the shared values, behaviours, attitudes and practices within an organisation. It is reflected in how teams communicate, the effectiveness of leaders’ skills, and how fairly people are treated.

A positive culture can boost morale, reduce risk and enable employees to perform effectively. Research from the CIPD found that health and wellbeing have the strongest link to job satisfaction and enthusiasm, both of which play a key role in driving individual and team performance (CIPD Good Work Index 2025). A strong culture drives engagement and supports performance across an organisation.

In contrast, a negative workplace culture can result in disengagement, safety incidents and high staff turnover. Research by the Chartered Management Institute (2023) found that 28% of UK workers have left a job due to a negative relationship with their manager, highlighting how closely workplace culture and leadership behaviours are connected. Why is culture important? Because it matters to both employers and employees. When there is trust, fairness, and accountability, people are vocal, responsible, and collaborative. When there is poor communication, unclear expectations, and inconsistent leadership, it can lead to low staff morale and reduced effectiveness.

Culture doesn’t always reflect an organisation’s brand values. It’s influenced by what’s encouraged, what’s tolerated, and how people are treated when things go wrong. To get a clear picture of your culture and climate, it’s important to ask employees about their experience and use tools that assess perceptions of the workplace environment.

Health and safety are well-established priorities across many sectors, yet wellbeing doesn’t always receive the same focus. It’s still commonly considered as an extra cost, rather than an investment.

1. Think about mental wellbeing: In high-pressure sectors like construction, manufacturing, healthcare and transport, this gap can have serious consequences. According to the Health and Safety Executive (HSE), stress, depression or anxiety accounted for 46% of all work-related ill health in 2023/24, affecting around 1.7 million workers. If you're looking at how to identify and manage the specific factors that affect mental health at work, our blog on psychosocial risk explores this in more depth.
2. Don't underestimate the importance of good leadership: Leadership has a defining influence on workplace culture, team climate and employee wellbeing. Not only through big decisions, but also everyday actions. This is one of the most significant influences on workplace culture. Leaders who check in with their teams, respond to concerns, and act with fairness and respect help foster a positive culture. These everyday behaviours set the standard for how people work and treat each other. A culture built on trust and accountability starts at the top but to maintain it, leaders also need development, clear expectations and support. When leaders are supported, they’re in a better position to support others.
3. It requires ongoing effort and consideration: Workplace culture isn’t ‘fixed’. It’s dynamic, evolves over time and is influenced by both internal and external changes, from restructures to shifting social expectations. It’s reflected in how people interact, prioritise, and work together. Culture is influenced by leaders’ behaviour, reinforced through policies, and experienced by employees day-to-day. How organisations respond during times of change sends a clear message about what kind of culture they truly uphold.
4. Consider psychological safety in your HSE policies: Psychological safety also plays a crucial role. When people feel safe to raise concerns, admit mistakes or challenge decisions, it fosters openness and trust. HSE policies should address psychological health and safety, including factors such as workload, defined job expectations, and support. These can be built into risk assessments and workplace processes to support a healthier and more open work environment.

Building a strong culture isn’t about getting everything right. It’s about consistency, collaboration, communication, listening and allowing room for improvement.

Changing organisational culture takes more than good intentions. It requires insight, commitment, and a clear plan. That’s where British Safety Council’s bespoke consultancy can help.

Our Culture Change Solution is designed to meet organisations at any stage in their journey or level of maturity. Whether you're just starting out or looking to build upon your progress so far, we can assist you. We provide a flexible and cost-effective approach, with a range of support options to suit different goals, budgets and levels of readiness.

Through a mix of assessments, interviews and workshops, the consultancy helps organisations to:

• Use tools like the CHANGE assessment to benchmark workplace culture
• Explore key challenges through independent focus groups
• Understand employee perceptions and day-to-day experiences
• Engage leadership and align teams around shared values
• Prioritise areas for improvement through expert analysis and tailored reporting
• Build a clear, achievable roadmap supported by resources, training and guidance

Taking a tailored approach supports sustainable progress. It aligns culture with business goals, reduces risk, and strengthens how people work together.

You can’t change culture overnight. It takes time, attention and consistency. However, when culture supports health, safety and wellbeing, employees feel valued and have a purpose. They perform better, creating a healthier, safer and sustainable organisation. Investing in culture not only supports employees, but it also strengthens the business for long-term success.