Becoming a manager for the first time is exciting and a little daunting.
You suddenly go from managing tasks to managing people. And not just their performance, but their experience. Their growth. Their sense of belonging. Their motivation on a rainy Monday morning. It is a lot. So where do you even begin?
At the heart of it is one question:
What kind of culture are we building and how does it feel to be on this team?
Whether you are stepping into leadership for the first time or thinking about how to improve your team culture, here are some practical, non-performative ways to build something that actually works.
Lead with trust not control
The best teams do not run on fear or tight surveillance. They run on trust.
That does not mean being hands-off or avoiding accountability. It means starting with the assumption that your team wants to do great work and giving them the space and tools to do it.
Build trust by:
Setting clear expectations and letting people own the “how”
Following through on your word (and admitting when you can’t)
Listening more than you speak in 1:1s
It is hard to feel empowered if you’re constantly being second-guessed.
Feedback should flow both ways
You are not the only one giving feedback now, you should also invite it.
Great managers ask questions like:
“What’s something I could be doing better as your manager?”
“Anything I should know that’s getting in your way?”
“What’s been energising or draining for you lately?”
Normalise honest conversations early. They are awkward at first, but they build the kind of psychological safety where real progress happens.
Culture is not perks. It is how people feel
It is easy to confuse culture with surface-level things like free snacks or Friday drinks. While those can help, true culture is felt in the everyday.
Ask yourself:
Do people feel safe to speak up in meetings?
Are wins and contributions consistently acknowledged?
Do people know how their work connects to something bigger?
When people feel seen, heard, and valued, the energy shifts. Teams become more resilient, creative, and collaborative.
One-on-Ones matter more than you think
If your 1:1s are just status updates, you are missing the point.
Done right, they are your most powerful tool to build connection, surface blockers early, and support growth. Go beyond “How’s the project going?” and try:
“What’s been going well for you recently?”
“Is there anything you wish we were doing differently as a team?”
“How can I support you better this week?”
Consistency is key. Even short 20-minute catchups can make a difference when they are intentional.
Rethink engagement
Not everyone wants drinks after work. Some people do not drink. Some have caregiving responsibilities. Some are just exhausted.
So, instead of assuming what people enjoy, ask them. You will be surprised at what resonates:
Coffee catchups or teatime calls
Creative workshops
Volunteering days with causes people vote on
Rotating lunch themes (remote or onsite)
Rituals with purpose (Monday kick-offs, Friday wrap-ups)
Engagement does not have to be loud or expensive, it just has to be thoughtful.
Build beyond the work
The best teams care about people as people, not just as roles or deliverables.
That is where initiatives like DE&I and mental health support come in. Not as tick-boxes, but as ongoing conversations and visible commitments.
Ideas that create long-term impact:
Allocate budgets or time off for volunteering
Highlight different voices within the team regularly
Make space for conversations around inclusion, stress, and wellbeing
Review internal processes to make sure they’re not unintentionally biased
Small changes compound. And they send a clear message: you belong here.
A final thought
Great culture is not built in one offsite or through one big gesture. It is built in everyday moments, how you listen, how you lead, how you show up when things get tough. It is not about being the “perfect manager.” It is about being a consistent, compassionate one.
And if you are thinking about the kind of team you want to build, that is already a great place to start.
Looking to grow your team or join one that shares your values?
Our recruiters work closely with candidates and companies to help match people to the right culture, not just the right job title.