5 Simple Words For Managers To Build A Healthy Team Culture

Managers play an important role in setting the tone for their team’s culture. The words they use can help build a healthy culture or inadvertently contribute to a toxic environment. That's why it's so important to choose your words carefully when you're trying to build a healthy team culture.

There's nothing too complex about the words you can use to build up your team. In fact, the simplest of words are often the ones that make the most impact.

Here are 5 simple phrases that managers can use to build a healthy team culture:

1. “I Don’t Know”

There is power in admitting that managers don't have all the answers. Managers often face the temptation of acting as if they know exactly what to do to achieve a particular outcome. They operate under the misguided notion that their reputation will be at stake once they show any sign that they don't know it all.

A simple "I don't know" can be powerful in creating a positive and healthy team culture where people are comfortable admitting that they might not have the answer key to every issue. When managers take the lead in saying that, it breaks the mould that only managers have the "right" answer and the magic solution to problems. This, in turn, fosters a healthy team culture that encourages the team to collaborate and problem-solve together.

2. “I Need Help”

There's a difference between being vulnerable and being incompetent. Managers often confuse the two. This might cause them to feel intimidated to ask for help, thinking that that request is a sign of weakness and incompetence in their leadership. Some go as far as thinking that it makes them "lose face" or lose respect in front of their team.

That could not be further from the truth. A manager who is willing to ask their team for help displays a vulnerability and shows other team members that there is no shame in asking for support. It demonstrates that managers themselves are human and fallible, which can help bridge the gap between managers and employees, and fosters a healthy team culture of communication and collaboration.

3. “What Do You Think?”

Managers who truly want to build a team who is constantly innovating and achieving high performance should be open to asking for opinions and feedback. Asking for suggestions and opinions from their team members demonstrates that their voices are valued and respected.

Beyond that, this simple question can give the manager insights into how their team members think and what they value, all of which can contribute to them understanding of how to develop their team. It creates a culture where team members are unafraid to give their input because they are assured that their manager is receptive to hearing different perspectives and will not close off their minds to considering new or opposing ideas.

4. “Thank You”

Some managers hardly express gratitude for their team. They might think that there is no need to express any form of thanks since all the team members are doing what their job entails. But a simple "thank you" can go a long way in showing that the contributions of team members are noticed and appreciated.

Managers who are stingy in showing their appreciation to their team give off the impression that they take them for granted, which can have a detrimental effect on team morale and propagate an unhealthy team culture where team members do not feel recognised. Though it seems insignificant, this small gesture of expressing gratitude has the power to create a positive and healthy team culture.

5. “Sorry”

We all know the song lyrics that go, "sorry seems to be the hardest word."

That is often true in the workplace where some managers end up deflecting the responsibilities on the team members and refuse to accept their part to play, particularly when something fails. This can antagonise your team members who feel that managers only take the credit when things go well but push the blame on the team when things go south. Not only does it cause them to lose respect for the manager, but it also encourages a negative culture where team members are afraid of failure since their "heads are on the chopping block" if it doesn't succeed.

When a manager makes a mistake, it is important for them to say sorry and admit their mistake. This shows humility and that they are willing to take responsibility for their actions. Additionally, this creates a healthy team culture where employees feel comfortable admitting their mistakes and know they will not be penalised for doing so. When employees feel like they can freely admit their mistakes, it creates an environment of trust and respect.

Final Thoughts 

Building a healthy team culture is essential for the success of any organisation. The way managers behave, and the words they use, can make or break their team.

Here's to more managers making use of these simple words and phrases to foster a positive and productive environment, instead of using words that lead to conflict and division.

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Written by Rachel Chai

Connectedness • Empathy • Strategic • Belief • Context

Rachel is a Strengths School™ Certified Strengths Trainer and the Content Lead at Strengths School™. Being deeply introspective, she believes in helping others draw connections between how their unique strengths play out in their lives.