Workplace culture plays a crucial role in shaping employee engagement, organizational behavior, and long-term business success. Yet many leaders struggle to define or evaluate their company’s culture in a structured way. This blog post introduces the concept of cultural audits—systematic evaluations that help identify whether a company’s culture aligns with its values and strategic goals.

The article breaks down the audit process into three stages: assessment, analysis, and recommendations. It outlines practical tools like focus groups, staff surveys, and document reviews, which help uncover both visible and hidden aspects of company culture. It also provides sample audit questions to guide internal reviews and elicit honest feedback from employees and stakeholders.

By conducting regular cultural audits, organizations gain actionable insights that can drive positive change. Whether performed internally or with the help of external consultants, cultural audits offer a clear roadmap to building a healthier, more inclusive, and performance-driven workplace. The post concludes with a call to action encouraging businesses to embrace cultural audits as part of their ongoing development strategy.

A well-timed thank-you note can light up a colleague’s day—and strengthen workplace relationships in meaningful ways. The article begins by exploring why even small expressions of gratitude matter: they foster camaraderie, improve morale, and support a culture of appreciation. Though moments can slip by, having a bank of ideas on hand makes recognition easier to act on.

To help, MyHub curated 50 thank-you messages that span various scenarios—general gratitude, departing colleagues, covering for absence, bosses, humorously light notes, and more. The messages are adaptable across email, cards, chat apps, or intranet shout-outs, and are organized by the context in which you want to thank someone.

Beyond the list, the article emphasizes the broader impact of appreciation on organizational performance. It cites research showing that companies with strong cultures of recognition experience higher growth, and further argues that appreciation isn’t just a perk—it’s a strategic advantage.

Employees with bad attitudes can quietly undermine team morale and productivity, even if they perform their job tasks. These individuals often complain constantly, gossip, shift blame, or subtly resist leadership—behaviors that can poison the work environment if left unchecked. Recognizing the difference between someone occasionally voicing feedback versus someone chronically toxic is vital for managers.

To handle such situations, the article presents five practical strategies. First, document specific instances of negative behavior—unhelpful comments in meetings, undermining coworkers, or undermining authority—so discussions are grounded in fact. Next, have a private meeting (ideally with HR present) where you explain the concern, listen to their perspective, and frame expectations moving forward. From there, co-create an action plan with behavioral benchmarks and follow-up sessions. If the employee fails to change, formal warnings or termination may be necessary.

Beyond direct interventions, the article argues that a positive corporate culture helps deter negative attitudes from arising in the first place. Encouraging two-way communication, recognizing contributions, fostering belonging, caring for employee wellbeing, and celebrating collective wins all help build a resilient, engaged team. The message is clear: dealing with attitude issues early, fairly, and systematically protects team health and long-term performance.

Team collaboration is described as when two or more people work together toward a common goal through shared tasks, planning, and pooling knowledge. Modern businesses increasingly form cross-functional and virtual teams, making collaboration not just a “nice-to-have” but essential for innovation, quicker decisions, and improved outcomes. However, collaboration often fails due to unclear roles, communication breakdowns, and cultural silos.

To improve collaboration, the post outlines several actionable strategies. First, define and communicate clear goals so everyone understands what they’re working toward and what success looks like. Second, promote open communication—especially when encountering roadblocks. Tools like forums, instant messaging, and shared files are highlighted as ways to keep teams aligned. Third, structure meetings well (with agendas and action items), encourage all voices (including quieter ones), and document decisions to avoid misunderstandings.

The article also examines collaboration tools that support these behaviour changes and make teamwork smoother. Features like dedicated team channels, document sharing, shared calendars, feedback and comment tools, staff directories, and activity walls are mentioned as enablers. It also points out that smaller teams tend to collaborate more smoothly, and strong leadership (clarifying roles, encouraging participation, managing priorities) plays a key role.

A feedback loop is a continuous, two-way communication cycle between employees and leadership, where employees provide honest input and leaders act on that feedback, then report back on changes made. This process helps employees feel heard and valued, which is increasingly important in workplaces where only about 30% of staff feel their opinions count.

These loops typically follow four main stages: collecting feedback (openly or anonymously), analyzing responses to spot trends, taking action based on what’s been learned, and communicating back to everyone involved about what changes are being made. When done well, it builds transparency, trust, and a more responsive workplace culture.

The positive effects are broad: improved employee engagement, better collaboration, reduced internal friction, and a workforce that is more adaptable and motivated. Feedback loops also help in proactively addressing issues before they escalate into conflict, and in fostering a sense of ownership among employees. To succeed, the article recommends clarifying purpose, using safe feedback channels, ensuring feedback is actionable, and maintaining regular, consistent dialogue.

Encouraging employees to share ideas, knowledge, and insights is essential for nurturing innovation and improving business performance. Modern intranet platforms facilitate a smooth idea-sharing experience by being accessible to all staff—as well as to freelancers, contractors, and remote workers—at any time. These systems provide a structured environment where contributions thrive.

Successful idea-sharing involves more than just collecting suggestions—it requires the right tools and culture. Intranet-based systems stand out by making idea submission accessible, enabling transparent tracking, and allowing employees to monitor progress on their contributions. This fosters trust, keeps creativity flowing, and prevents the feeling of being ignored.

By formalizing idea-sharing processes—especially using intranet technology—organizations capture frontline insights more effectively, speed up evaluation and implementation, and maintain transparency throughout. This strengthens engagement, fuels collaboration, and helps transform spontaneous eureka moments into tangible improvements.

Workplace bullying can often be subtle but deeply harmful. This article outlines seven key indicators—verbal abuse, persistent criticism, social or professional isolation, excessive monitoring, sabotage, physical intimidation, and cyberbullying—that signal an unhealthy work dynamic. Recognizing these patterns is essential for individuals to understand when casual conflict escalates into sustained mistreatment.

Early warning signs—like name-calling, snide remarks, or being excluded from meetings—can escalate if unchecked. Persistent criticism or micromanagement is more than feedback; it’s about control and diminishing someone’s confidence. Sabotage—whether withholding key information or setting unrealistic expectations—can undermine performance and create failure traps.

Bullying isn’t limited to offline behavior. Physical threats or aggressive gestures, though rarer, pose serious safety concerns. Cyberbullying—harassment via email, messaging apps, or social platforms—is increasingly prevalent and damaging. The article emphasizes that intermittent episodes don’t constitute bullying; it’s the persistent, ongoing pattern that causes real harm.

An employee code of conduct is a foundational document for good corporate governance—communicating company values, setting clear behavioral expectations, and reducing ambiguity about appropriate workplace actions. Designed to align with corporate culture and legal compliance, it supports new hires by providing clarity about what’s expected from day one.

A well-crafted code defines essential elements—from mission statements and values to rules on discrimination, harassment, resource usage, confidentiality, conflicts of interest, attendance, and professionalism . It also outlines consequences for non-compliance, including warnings, suspension, termination, or legal action. By establishing transparent standards, it protects both employees and the organization.

Creating a strong code of conduct involves HR leadership and stakeholder input. Best practices include reviewing past incidents, gathering feedback, simplifying language, and making the document easily accessible—often hosted on an intranet . The result is a policy that promotes accountability, trust, and a supportive workplace culture.