The culture of a workplace can be defined simply by how things get done in an organization, and nothing tells the story of how things get done better than the behaviours exhibited by the people who make up that organization.

The ways in which employees behave and interact with one another provide the basis for the culture of that team. Behaviour and interpersonal communication not only shape the culture of the organization but inform its overall success.

Needless to say, paying attention to employee behaviour is critical in creating a healthy organizational culture. When employees behave in a preferred manner, they build trust, respect, and collaboration, which in turn leads to improved productivity, better decision making, and ultimately a more meaningful experience for all. Conversely, negative behaviour can have a detrimental effect on an organization. Left unaddressed, it can contribute to an unhealthy environment, reduce productivity, and negatively impact the overall well-being of everyone on the team.

Creating a healthy workplace culture starts with leadership. Organizational culture, both healthy and unhealthy, is a direct reflection of how an organization is led. That is, the ways in which leaders communicate, behave, and interact with one other and their employees sends clear signals about what truly matters to an organization. Leaders' behaviour ultimately determines how invested, committed, and engaged their employees are. This engagement in turn establishes the culture of the organization, which directly impacts its ability to produce results like profitability and productivity.

To truly create and maintain a healthy culture, it is important that leaders demonstrate and promote preferred behaviours, but it is equally important that leaders address negative or damaging behaviours as soon as they occur. As the adage goes, that which we permit we promote. Failing to address unacceptable behaviour amounts to tacitly condoning that behaviour. And the longer those behaviours continue, the deeper entrenched they become in an organization's culture and the more difficult they become to extract.

When you find an employee behaving in a manner incongruent with your organization's values, it must be addressed immediately. But the way in which you approach the situation will ultimately inform the way it's resolved, which is why it is important to address these unhelpful behaviours from a position of curiosity. This will enable you to better determine the contributing factors that may be influencing the behaviour, and addressing those root causes is the only way to ensure the behaviour won't resurface.

Creating a healthy organizational culture that promotes positive employee behaviour has a number of benefits, including:

1. Increased productivity: When employees work together collaboratively, they are more engaged, creative, and effective. Thus, a healthy culture that promotes preferred behaviour will lead to better decision making and increased productivity.
2. Enhanced employee experience: When employees feel valued and respected, the pathway to a more meaningful experience is created. Healthy cultures foster a sense of belonging that ultimately promotes employee well-being.
3. Reduced turnover: A positive culture can reduce turnover by creating a workplace where employees feel valued, appreciated, and engaged. Fostering an environment that people want to be a part of will ultimately reduce the costs associated with recruitment and training.
4. Better customer servic:e When employees have a more meaningful experience at work, they are more likely to provide excellent customer service, leading to increased customer loyalty and improved business outcomes.

When we approach the behaviour of our teams with curiosity and address any concerns with support, collaboration, and a growth mindset, we are better positioned to transform unacceptable behaviour into preferred behaviour, ultimately creating a healthy workplace culture for all.