Spring cleaning workplace culture: fresh starts for healthier teams

Opinion

As the snow melts and longer days arrive, many of us feel the urge to tidy our homes, open the windows and sweep away winter’s lingering gloom.

That same energy can be a powerful force in our workplaces. Spring is a natural time to reflect, reset and make positive changes — not just to desks and filing systems, but to workplace culture itself. Like any good spring cleaning, it doesn’t have to be overwhelming. Small, thoughtful steps can clear the air and create a more open, productive and connected work environment.

Workplace culture is shaped by the behaviours, values and unwritten norms that guide how people interact and how work gets done. Over time, these can become cluttered — by poor communication, unclear expectations, outdated policies or unresolved tensions. Just like a messy garage, culture doesn’t fix itself.

Leaders and employees alike need to intentionally examine what’s working, what isn’t and work on what can be improved.

One of the simplest and most powerful ways to begin refreshing culture is to ask employees for feedback. The key here is not just asking, but genuinely listening — and then acting on what you hear.

Many organizations send out annual engagement surveys, which can provide useful data. But a spring refresh is a great time to go smaller, more focused and more personal. Leaders can set up short, targeted surveys, hold town hall meetings or conduct stay interviews — conversations with current employees that explore why they stay, what motivates them and how they could be better supported.

These conversations are best held outside of performance reviews and disciplinary discussions, when people are more likely to speak candidly.

Another simple and effective tactic is to host a “culture check-in.” This can be as easy as gathering teams to discuss what behaviours and values they want to see more of at work. Facilitating open dialogue around questions like: “What makes you feel appreciated here?” or “What makes collaboration easier?” can reveal blind spots and spark solutions.

The focus should be on creating a safe, non-judgmental space where people feel heard. Leaders don’t need to have all the answers in the moment, but they do need to commit to implement some of what they hear.

Transparency is essential when gathering feedback. Let employees know what the goal is and how the information will be used. After feedback is collected, share the themes and proposed action steps. If certain suggestions can’t be implemented, explain why. That honesty builds trust and encourages people to keep contributing ideas.

It’s the difference between checking a box and cultivating a culture of continuous improvement.

Beyond feedback, another area ripe for spring cleaning is recognition. When appreciation becomes routine, generic or only tied to big wins, it loses impact. Spring is a good time to refresh how we acknowledge people’s efforts.

Recognition doesn’t need to cost money. Public shout-outs at meetings, thank-you notes from leaders or peer-to-peer recognition systems can help people feel seen. When individuals feel their contributions matter, they’re more likely to stay engaged and help shape a positive culture.

Leaders should also take this time to model the behaviour they want to see. If the goal is a culture where people feel supported, leaders need to demonstrate empathy, encourage work-life balance and own their mistakes. If innovation is valued, leaders need to celebrate experimentation — even when it doesn’t lead to immediate success. A healthy workplace culture is one where people are allowed to learn, grow and be human.

Sometimes, a culture refresh requires letting go of old habits or assumptions.

Are there rules or practices that no longer serve the team? Is there a tendency to micromanage, overlook introverted voices or reward busyness over outcomes? Spring is a perfect time to question the status quo and realign policies and processes with the culture you want to build.

Of course, employees play a key role in shaping workplace culture, too. Each person contributes to the atmosphere — through tone, mindset and interactions.

Employees can be agents of positive change by offering constructive feedback, recognizing peers and supporting new team members. They can also help by setting healthy boundaries, choosing curiosity over cynicism and speaking up when they see something that doesn’t align with shared values.

A simple way for employees to contribute is to reflect on what they appreciate about their workplace and share that with others. Gratitude has a ripple effect. When people hear their work matters or their presence is valued, it can shift their entire outlook. Employees can also be part of the solution by proposing improvements — whether it’s a better way to run meetings, a new idea for celebrating milestones or a suggestion for increasing inclusion.

It’s also worth noting not every culture fix needs to be profound or structural. Sometimes, adding small doses of fun or lightness can have a big impact. Organizing a casual lunch, bringing in a shared playlist or decorating for seasonal events can build community and break down silos. These gestures may seem simple, but they can help people connect, laugh and recharge — things every workplace can benefit from.

The goal of a spring culture refresh isn’t perfection. It’s progress.

Culture is always evolving and it responds to the energy we put into it. Like any space we care about, it needs regular attention. By pausing to ask good questions, listening with intention and making a few deliberate changes, organizations can sweep away the dust and breathe new life into their workplaces.

In the end, culture isn’t just what’s written in a handbook — it’s how people feel on a Monday morning. Do they look forward to the week ahead? Do they feel respected, supported and part of something meaningful?

If not, spring might be just the time to crack open a window, let in some fresh air and get to work.

Tory McNally, CPHR, BSc., vice-president, professional services,is a human resource professional, radio personality, speaker and problem solver. She can be reached at tory@legacybowes.com