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How to create a positive communications culture in your business
Expert Opinion from Rich Watts published May 23, 2025
A positive communications culture is at the heart of so many successful businesses throughout history.
When teams communicate clearly, openly and with mutual respect, everything works better, from internal collaboration to external reputation. Great communication and a positive communications culture is how trust is built, how challenges are overcome, and how businesses grow stronger together.
Creating a positive communications culture doesn’t happen by accident. It takes people like you reading this article to undertake thoughtful design, active leadership and a commitment to continuous improvement.
To guide you on your way, the team at Further have crafted six key questions to ask as you shape a communications culture that lifts your organisation and the people within it.
THE FIRST QUESTION
What is a positive communications culture for your organisation?
Before you can build a positive communications culture, you need to define what that looks like for your business. Every organisation is unique, and so your culture should reflect your values, your people and your purpose.
Yes, some elements are universal like openness, honesty, clarity, perhaps even a sense of playfulness. But what does good communication look like in your context? Is it quick feedback loops? Thoughtful storytelling? Briefings that energise rather than drain?
Try crafting a communications culture mission statement. It doesn’t need to be long or fancy but it should act as a compass for everyone in the business. Something simple, memorable and meaningful that helps guide how your teams when they talk, listen and share.
Some elements are universal like openness, honesty, clarity, perhaps even a sense of playfulness. But what does good communication look like in your context?
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THE SECOND QUESTION
What are the most crucial communication moments within your organisation?
Not all communication moments are created equal. While emails and chat messages fly around all day, there are key moments that shape how your team feels and performs. These are the moments where the positive communications culture is either reinforced or eroded.
Take time to identify these high-impact points. They might include weekly team meetings, one-to-ones, client pitches, onboarding sessions or quarterly reviews. Ask around and find answers to questions including; what moments really matter to your people? Where do they feel seen, heard or ignored?
Mapping these moments gives you a powerful tool: a clear picture of where your culture is most visible, and where you can make the biggest difference.
THE THIRD QUESTION
How can we create moments that support positive communications?
Once you’ve identified the key moments, the next step is to shape them with intent. How can each be used to reinforce the kind of communication you want to see more of?
Perhaps your weekly meeting needs a new format. Could it be shorter, more focused, with more voices heard? Maybe your performance reviews should become two-way conversations rather than top-down assessments. Or your internal comms might need a tone that reflects your values: human, not corporate.
Be bold in your design. Experiment. And set regular checkpoints to review what’s working and what’s not. Culture is a living thing. It needs care and adaptation over time. It needs a thoughtful guardian.
THE FOURTH QUESTION
What skills do your team need to create your desired communications culture?
Even with the best intentions, people need the tools to bring great communication to life. That means training, support and resources tailored to their needs.
Start by asking what your teams and their superstars need. What do your teams feel confident about and where do they need help? You might uncover a need for presentation coaching, clearer templates, or training in active listening or inclusive language.
Also consider your internal champions, the natural connectors and communicators in your business. Can you empower them to model great communication and share best practice across the organisation?
Always bring your positive mindset and remember that this isn’t about fixing problems. It’s about unlocking potential!
THE FIFTH QUESTION
How do you highlight best practice?
Great communication is contagious. When people see it, they start to mirror it. That’s why it’s so important to shine a light on what’s working well.
Make a habit of celebrating communication done right. This could be a pitch that hits the mark, a tough conversation handled with grace, or a team meeting that leaves everyone energised. Share examples in team briefings, internal newsletters or even on the office walls.
This sharing doesn’t need to be grand or formal. A simple “shout out” can be powerful. The goal is to create a ripple effect where great communication becomes not just expected, but admired.
THE SIXTH QUESTION
How will you measure progress and keep improving?
A positive communications culture isn’t a project with an end date. It’s an ongoing practice. So build in ways to measure how you're doing and how you could do even better.
That might mean regular surveys, anonymous feedback tools, or open forums for discussion. It might involve reviewing how communication shows up in team performance or employee engagement.
The key is to listen, learn and evolve. A strong communications culture is never finished, it’s something you grow every day.
IN CONCLUSION
Final thoughts
Creating a positive communications culture within your organisation is one of the most powerful things you can do as a leader. It doesn’t require a massive budget or a sweeping restructure just intention, attention and action.
Reading this article is a wonderful start.
Now, ask the right questions. Listen closely. Lead by example.
Because when communication thrives, your people do too.
If you would like support developing a positive communications culture within your organisation, please contact us today. Positive communications are what we do best!
