The Secret To Driving Great Culture and Success

You may be surprised to hear the number one driver of a great work culture is not a sense of belonging or even support for well-being.

It’s no secret that when you drive great culture, you’ll also drive success and satisfaction. Positive culture energizes and inspires employees. They are more like to come up with innovative ideas, delight customers, and contribute more time and effort to business success. Plus, employees at companies with highly rated cultures are 25% more likely to report being happy working for their organization.

Job happiness is important when it comes to retaining employees in today’s “great reshuffling.” A portion of this satisfaction includes a sense of value and purpose. People want their skills to be utilized and create value at work. So much so that employees who feel their skills are not being put to good use are ten times more likely to be looking for a new job.

But what empowers employees to feel that they are being put to good use? What, in-turn, drives great culture? Well, according to Glint’s Employee Well-Being Report, the #1 answer is the opportunity to learn and grow.

Here are four learning and development tactics to help amplify your employees and organization with a skill-focused approach!

4 Tactics for Skills Amplification

1. Create inclusive and accessible learning experiences

Content should be available for people with different abilities, learning styles, and preferences. Learning new skills isn’t a one-size-fits-all situation! Catering to various needs makes the learning experience interactive and engaging for everyone.

2. Maximize diversity, equity, & inclusion efforts

Carve a more equitable path to success for your employees with a skills-based strategy. It is the best way to provide a standard of what it takes to excel in a role and lay out goals for growth. Academic degrees take a back seat while skills become the driver. This helps companies break bias and tap into the talent of underrepresented groups.

3. Keep up with ever-changing business requirements

Focus on the main capabilities your organization needs now while also anticipating future needs. Honing in on these will help you determine which skills to scale upon your teams. With this approach, learning and development becomes proactive rather than reactive, and puts your business ahead of the game!

4. Measure progress and impact

Clearly define and assess skills so you can uncover the ways skill-learning impacts business outcomes. Many strategies exist to track the progress of learning as well as closing skill gaps. Among these are manager feedback, employee surveys, and certifications.


When people push themselves to learn new skills, there’s bound to be success and moments to celebrate along the way. Give a virtual high five to an employee who just learned a new skill on your company’s social engine. Surprise a co-worker with a service award gift and a note reflecting on everything they have learned since their first day. The opportunities are endless when employees want to learn and grow!