I was recently told that no employee cares about your workplace culture.
I disagree with this statement. Nurseries that have a toxic workplace culture see high labour turnover, low morale, poor-quality provision for children, low standards, and high levels of staff absenteeism. If you work in a toxic workplace, you risk being bullied, harassed and it having a lasting impact on your mental health.
While your team might not recognise the emphasis you place on workplace culture, they definitely know what it is if it is lacking.
One of the best examples of workplace culture is where the employer has created a sense of community. Don't confuse community with family. Families can be toxic and often dysfunctional, and this is not what we want for our workplace. Whether intentionally or not, calling our workplace a family can also blur the lines. More of us want a distinction between work and family. We shouldn't make people feel bad for prioritising family over work. It leads to burnout.
A sense of community happens when the colleagues genuinely, not because they were told to, care and look after each other. One of the best things about a sense of community is that it leaves clues. The signs will be that the team celebrate personal milestones, anniversaries and birthdays. They plan get-togethers outside of work, they enjoy spending time in each other's company. They collaborate willingly and well.
When recruiting, nurseries who have prioritised workplace culture use values-based interview questions. They know what good looks like and ensure that new team members will share the values of the setting. Management adopts an approach of daily gratitude, they recognise and appreciate their team. When behaviours are not aligned, this is addressed, not kicked down the road.
In a sector where passion and dedication are essential, investing in workplace culture is good for all.
