Over my career, I’ve worked everywhere from tiny startups with family nepotism to massive corporations. Through it all, I’ve figured out what really matters to me in a workplace culture.

Top of the list? Accountability, especially from the top down. When leaders own up to their mistakes, it sets the tone for everyone else. But when they dodge responsibility (looking at you, Elon Musk and your X/Twitter shenanigans), it breeds fear and instability. Leaders who rule without this accountability encourage their underlings to do the same. 

But there’s more to a great culture than just accountability. Here’s my personal checklist:

1. Give credit where it’s due. Nothing motivates like feeling appreciated. And kudos are free!
2. Keep those doors open. I love when I can chat with higher-ups without feeling like I’m in trouble. When employees feel comfortable approaching management with ideas, concerns, or feedback, it creates a more collaborative and inclusive environment. It also prevents silos and echo chambers. 
3. Handle conflicts like adults. Clear guidelines for working through disagreements are a must. Conflict is a natural part of any (work)place. What sets positive cultures apart is how they manage and resolve these conflicts. Healthy conflict policies provide clear guidelines for addressing disagreements professionally and constructively. They emphasize respectful communication, active listening, and a focus on finding mutually beneficial solutions rather than assigning blame.
4. Show me the ladder. I want to know how I can grow in my role. Employees are more likely to be engaged and committed when they can see a clear path for career progression within the organization. This involves not only having well-defined job levels and promotion criteria but also providing the necessary support and resources for employees to develop the skills needed for advancement. This might include mentoring programs, training opportunities, or stretch assignments that allow employees to grow their capabilities.
5. Respect time off. Work-life balance isn’t just a buzzword – it’s crucial for loyalty and productivity. This can involve flexible working hours, remote work options, generous paid time off policies, and a culture that discourages overworking. Employee loyalty is highly correlated to healthy respect for personal boundaries.
6. Embrace diversity. And I mean really embrace it, not just pay lip service. This goes involves active efforts to create a workplace where all employees feel respected, valued, and empowered, regardless of their background. Diverse viewpoints are provide stronger, more nuanced, and unconventional creativity.
7. Never stop learning. The best places I’ve worked have invested in my growth, and rewarded my self-led learning. Organizations that encourage and support ongoing learning and professional development tend to be more innovative and adaptable. This can involve providing access to training programs, supporting attendance at industry conferences, or creating internal knowledge-sharing initiatives. Well trained employees are assets to the organization, and more ‘sticky’ (a SaaS term for customers likely to stay with the company, and Employees are your first Customers) when that training is provided by the organization and not something they have to seek out on their own time. 

In my experience, when a company nails these points, everyone wins. Employees are happier and more productive, and surprise, surprise – the business does better too. It’s not just feel-good stuff; it’s smart business.