Workplace culture isn’t just a buzzword for business—it matters in schools too. Your school’s culture is made up of the shared attitudes, values and behaviors that shape how your team works together every day. In a school setting, that includes everything from how the staff communicates to how decisions are made to how wins (and challenges) are handled.
There’s more to a strong school culture than a pleasant workday though. A healthy culture makes the whole school more effective. It builds trust, supports retention and reminds teachers, staff and students that they’re part of something meaningful.
But let’s be honest: Culture isn’t always easy to define or develop. It can get lost in the day-to-day pressures of staffing shortages, behavior issues and state mandates. That’s why it takes intentional leadership to build a positive culture—and consistency to keep it going.
Here are six ways district and school leaders can take the lead in building a culture where teachers and staff feel respected, supported and inspired to do their best work.
1. Be clear about your core values.
Culture starts with clarity. When your staff knows what your school stands for, they’ll feel like they’re part of something bigger than themselves. And to give your team that kind of clarity, you have to get specific about the values that define your expectations of them, what they can expect of you, and how those things work together.
For example, if you say your district or school values collaboration, make sure your team has time in their schedule to plan and learn together. If you say you value innovation, show that it’s safe to take risks and try new things.
Clear values serve as a compass. When you and your team know what matters most, it’s easier to make decisions, solve problems and stay focused—even when the work is hard.
2. Model the culture you want to see.
No one shapes the tone of a school more than its leaders. As a principal, department lead or district administrator, you send a message with every conversation, email and decision. That’s why it’s important to lead with consistency, humility and purpose.
Are you showing up prepared and engaged? Do you take ownership when something doesn’t go as planned? Are you listening to feedback and showing appreciation for your team?
The good news is, you don’t have to be perfect to model positive leadership. You just need to show that you’re willing to live out the values you ask your team to follow.
3. Hire with culture in mind.
In today’s hiring environment, it’s tempting to fill open positions as quickly as possible. But rushing the process can create bigger issues later—especially when it comes to culture. When you bring in people who aren’t aligned with your school’s mission or values, the whole team feels it.
That’s why it’s worth taking a little extra time to hire people who have the right skills as well as the right character and mindset. Do they believe in the work you’re doing? Are they collaborative? Coachable? Committed to growth?
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And once they’re on board, make it easy for them to connect with the culture. Pair new hires with mentors, set them up for success with clear expectations and celebrate small wins to build momentum.
4. Give feedback that builds trust.
A great workplace culture doesn’t avoid hard conversations—it leans into them with clarity and care. When someone is struggling or is out of alignment with team values, the most respectful thing you can do is address it directly.
That doesn’t mean being harsh or confrontational. It means being honest, clear and committed to helping the person grow. If you’re not sure where to start, check out our guide to having difficult conversations.
On the flip side, make sure you’re also recognizing what’s going well. Effective feedback does more than fix problems—it also reinforces the right behaviors.
5. Recognize the people who make it happen.
In a healthy school culture, people know their work matters. They feel seen, appreciated and encouraged. That kind of environment doesn’t happen by accident—it’s built through regular, specific and sincere recognition.
You don’t need a big budget or elaborate program to make this work. You just need to start!
Write a quick note. Give a shout-out in a meeting. Share a teacher win with the broader community. For more simple ways to build a habit of recognition, check out our list of easy ways to recognize your team.
6. Keep your culture front and center.
Culture isn’t something you set and forget. It needs to be part of the everyday rhythm of your school. That means talking about it, reinforcing it and protecting it when needed.
Start staff meetings with a win that reflects one of your values. Share stories that highlight great teaching and collaboration. And when something threatens the culture—like toxic behavior or unchecked conflict—don’t ignore it. Step in with courage and clarity.
The stronger your culture, the more resilient your team will be, and the more likely good people will want to stay and give their best to the students in their care.
And that’s what makes it worth the investment from leaders like you.
The ideas shared in this article are based on EntreLeadership principles—the same principles Dave Ramsey used to build Ramsey Solutions into a multimillion-dollar company over three decades. These best practices have been tested in the trenches of business and are also valuable for educators who want to grow their leadership skills, build strong teams, and improve the workplace culture in their schools.
