(That Retains Talent and Fuels Growth)

By Vilis Ozols, Leadership Speaker & Former NCAA Coach

There’s a reason “culture” has become more than a buzzword in leadership circles. It’s not just a nice-to-have. It’s your team’s gravitational pull—or its silent exit door.

The Culture Crisis Is Real

A recent Gallup study found that only 23% of employees worldwide are engaged at work. Translation? The majority are just going through the motions—or quietly looking for a better offer. High turnover, low morale, and lost momentum aren’t random. They’re cultural symptoms.

And perks won’t fix it.

Culture Isn’t About Perks—It’s About Purpose and People

Ping pong tables and kombucha on tap don’t build engagement. Real culture is built when leaders articulate a clear purpose—and live it.

Here’s where most organizations get it wrong:

• They confuse mission with a slogan. A mission statement is only meaningful when it’s a lived experience—not just a framed quote in the lobby.
• They separate culture from leadership. Culture isn’t what you say in onboarding—it’s what you tolerate, celebrate, and model every day.

In sports, the teams I coached that performed best didn’t have the flashiest uniforms or biggest budgets. They had a shared mission, clear values, and leaders who walked the talk.

Hidden Culture Killers (That Most Leaders Overlook)

Even great organizations can quietly drift toward cultural breakdown. Here are a few silent killers I’ve seen again and again:

• Unaddressed Negativity
  One toxic attitude can outweigh ten positive ones—unless it’s confronted directly and intentionally.
• Lack of Feedback and Recognition Systems
  Most people don’t leave because of money. They leave because they feel invisible.
• Inconsistent Communication from the Top
  Unclear messaging creates uncertainty, which breeds anxiety and disengagement.

Culture doesn’t crumble in a single moment. It erodes slowly from neglect.

Culture Builders from a Coach’s Playbook

Having coached high-performing teams in athletics and consulted with top companies across industries, I’ve seen what makes a culture “stick.”

Here’s what works:

Recognition Systems and Motivational Anchors

From Hustle-of-the-Week awards to peer-to-peer shoutouts, consistent recognition builds belonging and buy-in. You don’t need elaborate programs—just intentional, frequent praise tied to values.

Coaching insight: A recognition system without follow-through does more harm than good. It must be consistent and honest.

Clear Goal-Setting and Celebrating Micro-Wins

Most teams set goals. Fewer celebrate the progress along the way. Small milestones create motivation and forward momentum.

Celebrating progress—not just results—is a powerful culture-building move.

Defined Roles and Shared Accountability

People thrive when they know what “winning” looks like in their role—and how their success contributes to the team’s overall performance.

How Magnetic Is Your Culture? A Quick Self-Assessment

Ask yourself—or better yet, your leadership team:

• Do we have a culture of recognition and appreciation?
• Are our core values truly guiding behavior, or are they just wall art?
• Is our communication consistent, clear, and frequent?
• Are we addressing negativity or avoiding it?

If these questions challenge you, that’s a good sign. Culture isn’t repaired with slogans. It’s rebuilt through conversations, systems, and the example set by leadership every day.

Ready to Build a Culture That Retains Talent and Fuels Growth?

My Transformative Team Building sessions are designed to create the kind of culture where people don’t just stay—they contribute at a higher level.

If your organization is ready for a deeper conversation about engagement, culture, and results, let’s talk.
Contact: vilis@ozols.com
Website: www.ozols.com