What do the world’s most resilient and innovative companies have in common? They share a strong and intentional culture that drives all their actions. Notably, 83% of Australian workers perform better when they feel a sense of belonging, and 62% would consider leaving their job if they did not feel this connection. These statistics demonstrate that changing workplace culture is a strategic approach that allows companies to excel across all areas.

What Is a Culture-First Company?

So, what does it mean to be a culture-first company? A culture-first company places workplace culture at the heart of its business strategy by viewing it not as an afterthought or HR project, but as a priority for long-term success. Taking this approach is important for changing workplace culture in meaningful, lasting ways.

If you’d like to change your workplace culture, think about your strategies. Are they culture-first, reactive or performative? Unlike reactive strategies, which only address cultural issues when problems arise, or performative approaches, which may spotlight surface-level initiatives without deep commitment. On the other hand, culture-first companies are proactive and genuine. They don’t wait for high turnover or employee disengagement to act, nor do they rely on slogans or token efforts.

So, if you want a culture-first company, you need to intentionally influence the employee experience from the ground up. It connects leadership, policies, communication, and values to ensure that culture is an important aspect of every part of the organisation. This genuine commitment is what sets the foundation for changing workplace culture successfully and sustainably.

Culture-First Australian Companies

Take some inspiration from these culture-first Australian companies. As you’ll see, they’re doing something right!

1. Canva (Sydney)

Canva is a tech company with a culture-first ethos that has helped attract and retain top global talent, promoting ongoing innovation.

What they do right

• Prioritise team wellbeing
• On-site chefs
• Wellness programs
• Open communication
• Support internal mobility and personal development.
• Collaborative, fun environment.

2. Envato (Melbourne)

Envato is a highly regarded creative digital marketplace based in Melbourne with a focus on inclusive workplaces.

What they do right

• Offer 100% flexible working, including a ‘start early, finish early’ model
• Three months working overseas per year.
• Share profits with staff
• Maintain a deeply inclusive culture – especially for women

3. TechnologyOne (Queensland)

TechnologyOne is a software leader based in Queensland, valuing diversity and is committed to creating an inclusive workplace.

What they do right

• Regular employee feedback
• Transparent leadership
• Internal promotions
• Focus on wellbeing
• Gym access
• Free meals
• Share‑plan offerings

4. SafetyCulture (New South Wales)

Brisbane-born software company focused on frontline workers. They build AI tools for frontline staff.

What they do right

• Purpose-driven CEO who practices servant leadership (“inverted pyramid” model).
• Emphasises humility
• Emotionally intelligent leadership
• Real-world impact over appearances

5. Ansarada (Sydney)

Australian, Sydney-based firm specialising in deal‑management platforms, offering staff training, virtual catalyst sessions, campfire gatherings, community days and even a quarterly book club.

What they do right

• Purpose-driven, people-centric culture.
• Achieved Great Place to Work certification for over a decade
• Flexible work
• Strong L&D
• Internal trust and collaboration

6. Coles (Australia-wide)

Coles is a major Australian retail group that has gained a reputation for strong leadership opportunities and staff development.

What they do right

• Embeds engagement surveys (“mysay”) into leadership routines
• Empowers managers to act on real-time feedback.
• Bi-annual pulse surveys and exit surveys
• Promotes continuous improvement

7. Bunnings (Australia-wide)

Bunnings is Australia’s leading home improvement retailer and is renowned for its focus on employee development and recognition.

What they do right

• Invests heavily in training and career pathways
• Recognition culture
• Development opportunities
• Retention-focused policies make work meaningful and attractive

Why Culture-First Companies Outperform

Changing workplace culture to create a culture-first company has the following long-term flow-on impacts:

Higher employee engagement and retention

Only 21-23% of Australian employees report being truly engaged at work, while about 12% are actively disengaged, which is significantly below global averages. It’s a costly situation, as organisations with high employee engagement reduce turnover, support mental wellbeing and experience significant economic value.

Greater innovation and adaptability

A Deloitte Australia report highlights that embedding purpose, flexibility, and wellbeing into culture is essential to attract and retain Gen Z and millennials, who represent 67% of Australia’s future workforce. Further, a McKinsey Health Institute survey of 30,000 employees across 30 countries found that psychological safety, resilience, and adaptability at work are associated with high levels of engagement and innovation.

Competitive edge in recruitment and brand reputation

A strong company culture is a major drawcard for top talent. Candidates who resonate with a company’s culture are more likely to accept job offers, integrate faster into teams and are more engaged and productive in the workplace. According to Gallup’s Global Organisational Culture Indicator, employees who feel a strong connection to the company’s culture are 5.3 times more likely to recommend their organisation as a great place to work.

How to Create a Culture-First Company

If you’re looking to create a culture-first organisation, it’s important to follow a few crucial steps in changing workplace culture.

• Lead by example – demonstrate the behaviour and ideals you want to see in your employees to model the culture you want to create.
• Hire for values fit – When it comes to recruitment, make sure that the values of the candidate are a good fit for the position and the company you’re hiring for. It can be tempting to select the best or most qualified candidates, but a cultural fit is just as important.
• Provide purpose – employees seek meaning in their work. Make sure there is a clear connection between responsibilities, the organisation’s goals, values and the broader social impact.
• Learning & development opportunities – Provide employees with access to training, mentorship and opportunities for personal and professional development. A culture of learning encourages curiosity, adaptability and ambition.
• Workplace wellbeing programs – implement personal wellbeing strategies for workplace cultural success.
• Recognition & rewards – Recognise and reward outstanding work, celebrate achievements and regularly acknowledge employee efforts.

Avoid ‘Changing Workplace Culture’ Traps

Avoid falling into the following pitfalls when trying to change your company culture, as the gap between intention and action compromises trust and can undermine progress:

• Saying the right things but failing to follow through
• Treating culture like a ‘perk’ rather than a core business strategy
• Letting culture become less central as the company grows

We hope this blog has inspired you to build a culture-first organisation. It’s clear that in today’s competitive job market, culture isn’t just a ‘feel-good’ initiative but a strategy toward high performance across many aspects of an organisation.

Professional Development for Culture Change

If you’d like to learn more about building a culture-first organisation, consider the following professional development courses:

Certificate of Organisational Development

A program ideal for those aiming to guide cultural transformation and organisational development with a focus on:

• Leadership
• Organisational strategy
• Change management
• Workplace communication
• Creating innovative environments to drive productivity and culture at scale.

Certificate of Change Management

Focuses on managing organisational change with proven frameworks, which is crucial for any organisation shifting to culture-first strategies. You’ll learn about:

• Change models and frameworks
• Leading change
• Change planning & implementation
• Change, people & culture
• Evaluating & sustaining change

Can we help you with professional development opportunities? We can provide customised training solutions to suit your company’s unique needs and challenges. Simply contact one of our Course Consultants today at 1300 76 2221 or use Live Chat for additional support.