Workplace culture isn’t just something to talk about. It’s something leaders must actively build.

As today’s workforce becomes increasingly multigenerational and diverse, leaders need to be intentional about creating spaces where employees connect, collaborate, and feel genuinely valued. A thriving culture does not happen by accident. It occurs when leadership brings people together to reinforce vision, accountability, and individuality.

One of the most effective ways to transform culture into tangible results is through hands-on, interactive activities. These experiences help teams recognize one another’s strengths, align around shared goals, and take ownership of their roles. Below are three proven activities Chellie Phillips has shared with corporate leaders to strengthen culture in real time.

VISION: The Why Wall

Objective: Connect employees to the company’s purpose and help them see how their roles contribute to the broader mission.

One of the biggest culture killers is when employees feel like they’re simply checking boxes rather than contributing to meaningful work. While many leaders assume their teams understand the company vision, the truth is that many employees can’t clearly articulate how their daily tasks support long-term goals.

How to Run This Activity:

• Set up a Vision Wall in a common area or use a digital platform for remote teams.
• Ask employees: “Why does the work we do here matter?” and “How does your role contribute to our company’s purpose?”
• Invite them to post responses using sticky notes or shared digital tools.
• Encourage leaders to add their insights and help bridge individual roles to the larger vision.

Why It Works:

• Boosts motivation by helping employees see their value.
• Increases collaboration across departments.
• Reinforces the vision daily with a visual, evolving message board.

Leadership Tip: Keep the wall active and evolving. When refreshed regularly, it becomes a dynamic part of the workplace culture.

ACCOUNTABILITY: The Leadership Swap

Objective: Build a culture of ownership by letting employees experience leadership—and allowing leaders to walk in employees’ shoes.

Accountability isn’t a top-down directive. It’s a shared commitment to success. One of the most powerful ways to cultivate that commitment is by offering employees a firsthand look at leadership responsibilities while encouraging leaders to experience the front lines.

How to Run This Activity:

• Designate one day per quarter as “Leadership Swap Day.”
• Have employees shadow leaders or take on specific decision-making tasks in small teams.
• Allow leaders to spend time in front-line roles to gain perspective.
• Close with a roundtable discussion reflecting on the experience.

Discussion Prompts:

• What surprised you about stepping into a leadership role?
• What new perspectives did you gain?
• How can communication and accountability be improved?

Why It Works:

• Empowers employees with leadership experience and insight.
• Fosters empathy among leaders for operational challenges.
• Breaks down silos and promotes mutual respect.

Leadership Tip: Rotate participants so every employee and leader has a chance to step into new roles and perspectives.

CELEBRATING UNIQUENESS: Generational Story Exchange

Objective: Strengthen cross-generational collaboration and appreciation.

Leaders must intentionally bridge generational divides with up to five generations now represented in the workforce. Each group brings valuable insights, yet miscommunication or assumptions often stand in the way of collaboration. This activity fosters understanding and mutual learning.

How to Run This Activity:

• Pair employees from different generations—such as Boomers with Gen Z or Gen X with Millennials.
• Provide discussion prompts like:
• What is the best career advice you’ve received?
• What challenges does your generation face in the workplace?
• What lesson or skill have you learned that others could benefit from?
• Ask each participant to share their partner’s story with the group.
• Wrap up with a group discussion reflecting on new insights.

Why It Works:

• Dismantles generational stereotypes.
• Encourages mentorship and knowledge-sharing.
• Builds empathy and appreciation across age groups.

Leadership Tip: Consider evolving this into an ongoing mentorship initiative that matches employees across generations for long-term connection.

Final Thought: Culture Is Built Through Action

A strong workplace culture doesn’t grow from slogans or posters. It’s built through shared experiences, intentional leadership, and everyday behaviors.

• Vision becomes real when employees understand how their work contributes to something bigger.
• Accountability takes root when employees and leaders share responsibility for outcomes.
• Uniqueness becomes an asset when teams respect and leverage their diverse perspectives.

By incorporating interactive culture-building activities like these, leaders can create environments where employees are engaged, valued, and invested in the organization’s success—regardless of background or generation.

To explore more actionable strategies, Chellie Phillips offers deeper insights in her book Culture Secrets and on the Culture Secrets Podcast.

About the Author

Chellie Phillips is a workplace culture expert, speaker, and bestselling author dedicated to helping leaders create thriving, people-first organizations. Through her V.A.L.U.E. Culture Formula, she equips businesses with the tools to build engaged teams, boost retention, and drive long-term success. Learn more at www.chelliephillips.com.

Published by Joseph T.