{"id":18298,"date":"2025-04-21T15:45:27","date_gmt":"2025-04-21T12:45:27","guid":{"rendered":"https:\/\/railsware.com\/blog\/?p=18298"},"modified":"2025-04-21T15:45:28","modified_gmt":"2025-04-21T12:45:28","slug":"how-to-create-a-workplace-culture-where-its-ok-to-be-yourself","status":"publish","type":"post","link":"https:\/\/railsware.com\/blog\/how-to-create-a-workplace-culture-where-its-ok-to-be-yourself\/","title":{"rendered":"How to create a workplace culture where it\u2019s ok to be yourself"},"content":{"rendered":"\n

Have you ever felt the need to hide your true self at work just to feel safe? If so, you’re not alone. Research by Hays shows<\/a> that more than a third of people have experienced this\u2014and that\u2019s a reality we shouldn\u2019t ignore.<\/p>\n\n\n\n

Studies and real-life cases repeatedly prove that when people feel safe being themselves at work, they\u2019re more motivated, engaged, and connected with clients, partners, and the community.<\/p>\n\n\n\n

At Railsware, we\u2019ve always believed that great professionals come together to build great things. But that only works when there\u2019s flexibility, mutual respect, and the freedom to show up as your authentic self \u2014 that\u2019s what fuels creativity and collaboration.<\/p>\n\n\n\n

Over time, we\u2019ve also noticed a recurring question from our community and partners:<\/p>\n\n\n\n

 “How do you build a strong team, organize your processes, and consistently prioritize quality over quantity?”<\/p>\n\n\n\n

In this article, we\u2019ll share four practical ways (based on our experience) that help us create a safe and supportive work environment:<\/p>\n\n\n\n

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1. Stop babysitting within teams<\/h2>\n\n\n\n

When deadlines are tight or challenges arise, it might be tempting to step in \u2014 take over tasks, make decisions for others, or assume responsibility yourself. But this only weakens your colleagues’ confidence in their own abilities, decision-making, and problem-solving skills.

Instead, focus on creating an environment where they can grow and take ownership.<\/p>\n\n\n\n

Trust your team\u2019s autonomy:<\/h3>\n\n\n\n

\u2714 Avoid setting rigid rules about when, how and where people should work unless there’s a strong, logical reason.<\/p>\n\n\n\n

\u2714 Give team members the freedom to manage their time, whether that means working early mornings, late nights, or from a remote location.<\/p>\n\n\n\n

\u2714 Let go of the need to control every step\u2014empower your team to own their ideas, make decisions, and implement solutions.<\/p>\n\n\n\n

Flexible work arrangements don\u2019t just offer convenience\u2014they build a sense of responsibility. When people have the space to work in a way that suits them, they learn to balance priorities, make independent choices, and bring fresh perspectives to the table.<\/p>\n\n\n\n

Provide meaningful benefits, not control:<\/h3>\n\n\n\n

\u2714 Support autonomy by offering resources that help people, such as annual budgets for travel, accommodation, or even insurance.<\/p>\n\n\n\n

\u2714 Create a workplace where people feel comfortable, whether that means a pet-friendly office or flexible coworking\/office options.<\/p>\n\n\n\n

NOTE: People grow the most when they have the freedom to choose where and how they work. Give them that trust, and you\u2019ll see them step up in ways that truly matter.<\/p>\n\n\n\n

2. Challenge predefined career tracks<\/h2>\n\n\n\n

Growth isn\u2019t just about professional development\u2014it\u2019s about personal fulfilment, too. When people feel supported in their ambitions, they\u2019re more engaged, motivated, and willing to take initiative. Sometimes, growth means advancing in a current role; other times, it means exploring a completely new path.<\/p>\n\n\n\n

For example, one of our colleagues transitioned from QA to Product Management\u2014a big career shift. Instead of limiting her to her original role, we provided support, resources, and the freedom to explore. As a result, she successfully made the switch.<\/p>\n\n\n\n

How to foster real growth in your team:<\/p>\n\n\n\n

\u2714 Encourage exploration \u2013 Support team members who want to expand their skills, even if it leads them to a different role.<\/p>\n\n\n\n

\u2714 Provide resources \u2013 Offer mentorship, training, or internal projects where people can test new skills.<\/p>\n\n\n\n

\u2714 Create a culture<\/a> of trust \u2013 Let employees know it\u2019s okay to grow in different directions without fear of judgment.<\/p>\n\n\n\n

\u2714 Recognize individual goals \u2013 Growth isn\u2019t one-size-fits-all. Listen to what people truly want and help them get there.<\/p>\n\n\n\n

When people know their growth is genuinely valued, they feel safe to take risks, challenge themselves, and reach their full potential.<\/p>\n\n\n\n

3. Check the feedback process<\/h2>\n\n\n\n

Honest feedback is the foundation of trust, but it must be a two-way street. People should feel safe sharing their thoughts, concerns, and even criticism without fear of consequences. Creating a culture where proper feedback is valued \u2014 not just tolerated, requires clear policies that ensure respect and dignity for everyone:<\/p>\n\n\n\n

\u2714 Empower your colleagues with the knowledge about giving and receiving feedback \u2013 so that it wouldn\u2019t become toxic or disrespectful.<\/p>\n\n\n\n

\u2714 Hold regular feedback sessions that lead to real action, not just routine check-ins.<\/p>\n\n\n\n

\u2714 Encourage open discussions where team members can express concerns, suggest improvements, and share ideas freely.<\/p>\n\n\n\n

\u2714 Actively listen and take notes on what matters most\u2014people\u2019s challenges, interests, and growth aspirations.<\/p>\n\n\n\n

\u2714 Document feedback carefully while respecting privacy.<\/p>\n\n\n\n

\u2714 Share insights with the right people\u2014those responsible for managing and implementing improvements.<\/p>\n\n\n\n

\u2714 Show employees that their input leads to real change by acting on it and communicating progress.<\/p>\n\n\n\n

When feedback is met with action, trust grows. People feel heard, valued, and empowered to contribute, making the workplace a stronger, more supportive space for everyone.<\/p>\n\n\n\n

4. Secure value-based match<\/h2>\n\n\n\n

Building a strong team isn\u2019t just about hiring for skills \u2014 it\u2019s about ensuring a cultural and value-based match. That\u2019s why corporate values shouldn\u2019t just exist on paper; they should actively shape how things work and people act and treat each other. When those values are real, they naturally attract people who align with the same vision. How to secure such a match: <\/p>\n\n\n\n

\u2714 Define company values that truly influence daily work\u2014not just words, but principles that drive decision-making.<\/p>\n\n\n\n

\u2714 Be transparent from the start so candidates understand what kind of environment they\u2019re joining.<\/p>\n\n\n\n

\u2714 Focus on mindset as much as skills by hiring professional people who share the same work ethic, openness, and approach.<\/p>\n\n\n\n

\u2714 Remove barriers of hierarchy\u2014interns should feel just as comfortable speaking up as senior leaders.<\/p>\n\n\n\n

\u2714 Encourage collaboration across experience levels, making it normal for seasoned professionals to learn from newcomers.<\/p>\n\n\n\n

\u2714 Keep processes transparent and accessible, so everyone knows how decisions are made and how they can contribute.<\/p>\n\n\n\n

A great team must be cultivated through shared values, open communication, and a culture where everyone has something to teach and learn.<\/p>\n\n\n\n

Respect should be in everyday interactions. A workplace built on respect allows people to collaborate openly, solve problems together, and create meaningful connections that extend beyond the team.<\/p>\n\n\n\n

\u2714 Recognize that different perspectives lead to better solutions and stronger teamwork.<\/p>\n\n\n\n

\u2714 Create opportunities for team members to acknowledge each other\u2019s contributions.<\/p>\n\n\n\n

\u2714 Small, thoughtful gestures \u2014 like an Advent calendar filled with surprises or a dedicated Slack channel for gratitude \u2014 can turn appreciation into a habit.<\/p>\n\n\n\n

\u2714 Encourage organic moments of recognition rather than limiting appreciation to formal reviews.<\/p>\n\n\n\n

For respect to be real, it must be practiced, taught, and reinforced consistently.<\/p>\n\n\n\n

Take a screenshot, save it, and keep it visible<\/h2>\n\n\n\n

This article isn\u2019t meant for a simple “read, understand, and apply” approach. If your company is growing and evolving, it’s important to revisit these principles regularly. <\/p>\n\n\n\n

I must add an important disclaimer here. Yes, we\u2019re a company that hires mostly senior-level, experienced specialists. It means that people joining Railsware already have an extensive professional and personal background, and they don\u2019t need extra \u201cschooling\u201d on basic rules of communication or mutual respect. That being said, I must admit, even our interns or young talent coming to our team quickly embrace our culture, and usually grow faster, as the environment encourages them to learn and expand their expertise.<\/p>\n\n\n\n

The true culture you\u2019ve built and value can easily be lost if you\u2019re not careful. Keep checking these points to ensure they\u2019re being followed consistently. It\u2019s a practice that\u2019s been beneficial for us, and it could be worth considering in your own approach.<\/p>\n\n\n\n

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\n \"\" <\/div>\n\n
\n Article by<\/span>\n \n Daryna Kuzmyk <\/span>\n
\n Daryna is a Talent and Culture Lead with 10+ years of recruitment experience. She believes that great work starts with finding the right fit for both the role and the team. Here, she shares key insights and lessons on building teams passionate about creating damn good products.\r\n Linkedin<\/a>\r\n <\/div>\n \n <\/div>\n<\/section>\n\n\n

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