Walk into any workplace, and you can feel the culture almost immediately. Sometimes it’s warm, collaborative, and buzzing with energy. Other times, it’s… well, about as lively as a Monday morning before coffee.
But no matter what the vibe is, one thing is almost always true: culture starts at the top.
As a professional recruitment search firm, we’ve seen firsthand how leadership defines the tone, values, and momentum of an organization. When leadership is intentional about building a strong culture, it shows — and it pays off (seriously, it’s cheaper than fixing constant turnover headaches later).
Leadership Defines Workplace Culture
Culture isn’t built from a few catchwords slapped onto your website or a motivational poster in the breakroom. It’s built through everyday actions, decisions, and communication — especially from those at the top.
According to Ceridian’s Q4 2024 Market Report, 74% of Canadian workers say they have declined — or would decline — a job offer because of a poor impression of a company’s culture.
Translation? Candidates are not here for a bad vibe. And they’re absolutely willing to walk – probably straight into the arms of a competitor who gets it.
Engagement Starts with Trust
Leaders who model openness, authenticity, and a healthy work-life balance foster teams that feel engaged and supported.
Engagement isn’t just about squeezing out a few extra emails a day — it’s about creating a space where people feel valued, safe, and motivated to bring their best selves to work.
That environment doesn’t magically appear. It’s set by leadership, every single day.
The Talent Challenge: Hiring for Culture Alignment
Attracting the right talent has never been more competitive. And when hiring for leadership, finding someone who fits your culture isn’t just “nice to have” — it’s mission-critical.
It’s not just about who can do the job. It’s about who can inspire, engage, and elevate the team around them.
The good news? You don’t have to figure it out alone. That’s exactly where we come in.
Flexibility: The Modern Culture Indicator
Flexibility used to be a perk. Now? It’s expected — and a major marker of healthy culture.
According to a 2024 report by Agilus, 81% of Canadian employees say flexible work options are a key factor when deciding whether to accept a job offer.
In other words: If your workplace still treats flexibility like an optional bonus…it’s time for a rethink.
Leaders who embrace flexibility send a clear message: We trust you. We respect you. We know you have a life.
And that message? It’s worth its weight in gold when it comes to attracting and keeping great people.
DEI Must Be a Leadership Priority
Diversity, equity, and inclusion (DEI) aren’t checkboxes or marketing buzzwords — they’re foundational to a strong, thriving workplace.
Building a truly inclusive environment means more than one-time training sessions or Pride Month posts. It takes consistent, visible leadership and real, measurable action.
If culture starts at the top, so does inclusion. And when leaders get it right, the whole organization feels it.
Poor Culture Comes at a High Cost
Here’s the harsh math: Replacing a single employee in Canada can cost upwards of $30,000 — and sometimes over $100,000 for leadership and specialized roles (thanks, HRD Canada (Human Resource Development Canada)).
And the stakes are only getting higher. Poor management, lack of flexibility, and weak career development are among the top reasons employees walk.
The fix? Stronger leadership and a better culture — before your best people start updating their LinkedIn profiles.
Skills-Based Hiring = Culture Fit
One trend we love seeing? More organizations are moving toward skills-based hiring for leadership roles.
It opens the door for fresh, diverse talent. It prioritizes real-world impact over paper credentials.
And it increases the chances of finding leaders who truly get your company’s purpose and culture — not just those who checked the traditional boxes.
Bottom line? Hiring for skills and values is a win-win for everyone.
Practical Ways Leaders Can Strengthen Culture
Culture isn’t a one-and-done project. It’s an ongoing, daily practice.
Here are a few simple but powerful ways leaders can actively build and protect a thriving workplace culture:
- Model Transparency – Communicate openly. Admit mistakes. Invite feedback (even the spicy kind).
- Recognize People Regularly – Celebrate contributions, not just anniversaries or “survival of another quarter.”
- Be Consistent – Your team notices what you do a lot more than what you say.
- Normalize Flexibility – Trust people to manage their work in ways that work for them.
- Promote Belonging – Make sure everyone feels seen, heard, and respected – even on “bring your weirdest coffee mug” day.
- Invest in Development – Support career growth, not just quarterly goals. Because nobody dreams of being “Employee #243” forever.
Let’s take a quick Q&A moment to really think about Company Culture…..
1. Can you actually define your company culture?
We’re not talking about the generic “we’re like a family” line (because honestly, that’s either heartwarming or a red flag—no in between).
We mean:
- How do people behave when no one’s watching (or when Zoom is accidentally still recording)?
- What’s rewarded?
- What’s not okay, even if it gets results?
- If you asked five team members what the culture’s like, would they all say the same thing—or would it sound like five different startups? If you’ve got culture spaghetti, it’s time to untangle.
2. What do you want your culture to be?
Now the fun part—dream a little! What kind of place are you trying to build?
Do you want a kind-but-high-performing team? A safe space for bold experiments? A work environment where Mondays don’t feel like betrayal?
This is where you get specific. Vibes are nice, but values that translate into real behaviors? That’s the gold.
3. Do those two things match—orrrr… not really?
Okay, moment of truth. Is the culture you’re living the same one you say you’re building?
For example: If you say you’re all about “balance” but your hero employees are the ones working at midnight… your culture’s got an identity crisis.
It’s not about shame—it’s about alignment. Culture doesn’t just show up. You have to build it. Consistently. On purpose (with snacks, if possible).
Culture Is Leadership in Action
At its core, culture is leadership in action.
The values you reinforce, the tone you set, and the people you promote all send a message — louder than any company handbook ever could.
Whether you’re scaling a fast-growing team or evolving after a big change, building a strong culture starts (and stays) with the leadership team. Because the best cultures? They’re built by design, not default.
At Essence Recruitment, we can help you find leaders who don’t just deliver results — they cultivate the kind of culture where teams thrive. If you’re ready to invest in leadership that shapes a healthier, more effective workplace, we’d love to help you find the right fit. Let’s build something great together. Contact us via email at info@essencerecruitment.ca or call us at 306-652-5232 (Saskatoon) / 587-601-0523 (Calgary – by appointment only).
