initiatives we’re seeing across businesses that drive good culture
As specialists in recruiting for the UK’s dynamic tech and renewables sectors, we at OXBO have seen for ourselves how a company’s culture can often be its most powerful asset. Culture is much more than a buzzword; it’s the key cog in a business’s engine, influencing staff’s behaviour from the top down, attracting top talent and driving innovation. Over recent years, myself and my colleagues have noticed a clear shift in what candidates value and what forward-thinking companies are prioritising. We’re seeing a clear shift away from offering simple perks and towards creating a deeply rooted, supportive and empowering environment.
In my latest blog, I’m going to share some of the key initiatives we’re seeing businesses implement that are truly making a difference.
1. Fostering a culture of trust and flexibility
It’s safe to say that the traditional nine-to-five is fast becoming a thing of the past. By trusting their people to manage their own time and workload, forward-thinking business leaders are building enduring cultures of respect and autonomy. In a recent UK study, a whopping 63% of adults cited company culture as a main reason for staying in their job, and a huge part of this is flexibility.
Hybrid and remote-first models: Offering remote work is one thing, but building a culture where it’s the norm is where businesses can truly boost productivity, trust and long-term employee engagement. This can’t be achieved overnight, of course, and involves considerable investment in the right tech for seamless digital collaboration and to ensure communication is inclusive for both in-office and remote team members. The aim ultimately is to make a remote worker feel as connected and valued as their colleagues in the office.
Results-only work environments (ROWE): Some companies are going a step further and creating a working environemnt that focuses solely on results. So, instead of counting staff’s hours, businesses are measuring output and impact – an approach that gives employees absolute control over their schedule, fostering much a much greater sense of accountability and ownership.
Unlimited paid time off (PTO): While unlimited paid time off may seem a little daunting to employers, it can work effectively when if it’s implemented with a culture of trust. It sends a strong message to employees that the company values their wellbeing and trusts them to manage their time off responsibly, leading to less burnout and greater loyalty.
Initiatives like these are about treating employees like the professionals they are, which in turn inspires them to be more dedicated and engaged.
2. Prioritising wellbeing and mental health
The conversation around mental health in the workplace has never been more critical, with companies realising that healthy employees are more likely to be productive and happy employees. And, as is so often the case in life, it’s better to be proactive than reactive, as prevention is better than cure. We therefore recommend implementing initiatives such as:
Dedicated wellbeing days: Some businesses give employees extra days off specifically for mental health. By offering this as a separate, non-negotiable benefit that is not taken from their holiday allowance, you send a clear message that the company understands and values the importance of its peoples’ rest and mental recuperation.
Employee Assistance Programmes (EAPs): EAPs have been around for some time, but the best ones are well integrated and actively promoted. They provide easy access to confidential counselling, financial advice, and legal support, removing the stigma often associated with seeking help.
Mental Health First Aiders: Training employees to be Mental Health First Aiders creates a support network within the company. This initiative helps to spot the signs of struggle and offers a friendly, confidential point of contact for anyone who needs to talk, normalising the conversation around mental health.
3. Creating a sense of purpose
Today’s talent are actively seeking out potential employers that are having a positive impact on the world. This is true across all industries, and we especially see it in tech and, of course, renewables. Your business can create a greater sense of purpose within its culture by focusing on the following:
Corporate Social Responsibility (CSR) and ESG (Environmental, Social, and Governance): Gone are the days when companies would satisfy their CSR and ESG requirements making a few charitable donations each year. Nowadays, they’re factoring these considerations into their core business strategy. Whether it’s reducing their carbon footprint, supporting some local community projects or having a bclear diversity and inclusion strategy, a robust ESG framework will attract top talent and possibly also new investors, too.
Skills-based volunteering: Years ago, employees might have spent a day deweeding an overgrown local park as part of a team-building-cum-volunteering exercise. These days, many companies are instead leveraging their teams’ specific skills for good. For example, a web design company might help a non-profit build a new website, or a renewables firm might assist a school with a sustainability project. This provides a more meaningful and engaging way for employees to give back, fostering a sense of shared purpose.
Transparent mission and vision: Businesses with a clear and compelling mission statement that goes beyond just making a profit are more likely to build a strong, purpose-driven culture. When employees understand the ‘why’ behind their work, they become more invested and motivated.
4. Investing in employee development and recognition
People don’t just want a job; they want a career. Companies that invest in their employees’ professional growth and show genuine appreciation are seeing a huge return in retention and performance.
Personalised Learning & Development Budgets: Instead of one-size-fits-all training, companies are giving employees their own budget to spend on courses, conferences, or certifications that are relevant to their career path. This demonstrates a commitment to their individual growth.
Mentorship and Coaching Programmes: Pairing junior employees with experienced leaders creates a powerful knowledge-sharing environment. It not only helps the mentee grow but also gives the mentor an opportunity to develop their leadership skills.
Peer-to-Peer Recognition: While top-down recognition is important, a culture where colleagues celebrate each other’s successes is incredibly powerful. Companies are using tools and platforms that allow employees to publicly recognise their peers for a job well done, fostering a more positive and collaborative atmosphere.
5. Building inclusive and diverse communities
To create a workplace where everyone truly feels they belong, you have to focus on a lot more than just hitting diversity targets. You have to foster an environment where different perspectives are genuinely valued and heard. The most successful companies we work with go beyond basic diversity metrics to build truly inclusive cultures by supporting Employee Resource Groups (ERGs) that unite people with shared identities and influence recruitment, retention and product development; providing inclusive leadership training that equips managers to create psychological safety, run inclusive meetings and value diverse perspectives; and adopting accessibility-first policies so workplaces, processes and technologies are designed to be accessible from the outset, from wheelchair-friendly spaces to assistive tech and flexible working.
When employees see themselves reflected in leadership and feel their unique perspectives are valued, they’re more likely to be engaged, innovative, and committed to the company’s success.
Summary
A great company culture is not about having a table tennis table or a fridge full of free soft drinks. It’s about creating and nurturing an environment (both in the office and remotely) where your people feel truly trusted, valued and empowered to do their best work. The business leaders who are thriving in the UK’s tech and renewables spaces understand this and have made the necessary changes to install such a culture for the long term. As well as offering jobs, they’re providing their people with a lasting sense of purpose, growth and belonging. As specialist recruiters, it’s our job at OXBO to connect talent with these forward-thinking organisations and to help businesses build a culture that will fuel their success for years to come.
Tim Hall
Tim Hall is the Co-Founder of OXBO and Headhunter and Recruitment Partner for Renewables.
