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Writer's pictureAngela Hummel

Who’s Responsible for Workplace Climate? It’s Not Just Leadership

After years working in talent development and human resources, from an individual contributor to a director, and eventually as an executive, I've learned something fundamental: workplace climate isn't just shaped by leadership—it’s co-created by everyone. Now, leading my own consulting practice, I see this truth play out again and again. While leadership is essential in setting the tone, workplace culture is ultimately something that’s influenced by every employee's actions and interactions.



To make this concept more tangible in my training sessions, I like to use the ripple effect as an object lesson.


Picture this: drop a pebble into a bowl of water and watch the ripples spread. That initial drop represents leadership—they initiate the policies, decisions, and behavior expectations. But leadership can only do so much. The water will only truly move if everyone else contributes. If each person is like a pebble dropping into the water, together, we create a much bigger ripple. It’s a shared responsibility.

The research backs this up. For example, Zohar and Tenne-Gazit (2008) found that transformational leadership—leaders who inspire and motivate through vision—can lead to a positive work climate, building trust and openness. But it’s not only leadership that matters. According to Kuenzi & Schminke (2009), team dynamics and peer relationships have a huge impact on the workplace atmosphere. When employees communicate effectively, resolve conflicts constructively, and support one another, they actively contribute to a more positive environment.


Incorporating recent research, it's clear that fostering a positive workplace climate is not solely the responsibility of leadership, but a collective effort shared across the entire organization. Recent studies reveal that team dynamics and peer relationships are equally important in creating a positive workplace climate. According to a 2023 report by the Chartered Institute of Personnel and Development (CIPD), team-level interactions and social exchanges among employees can significantly influence the overall environment, with strong peer support systems contributing to increased morale and collaboration​.


This reinforces the idea that each employee's actions—how they communicate, resolve conflicts, and collaborate—can either enhance or detract from the workplace climate.

Contemporary research underscores that climate is co-created. Employees can positively influence their teams by demonstrating empathy, fostering open communication, and contributing to an inclusive environment. This shift from leadership-only responsibility to a shared ownership model aligns with findings from the Journal of Organizational Behavior, which highlight how peer influence and interpersonal relationships shape the collective workplace experience.​


So, while leaders might be the ones setting the initial direction, every person in an organization has the power to change the culture for the better. When we take ownership of our role in shaping workplace climate—rather than waiting for leadership to fix everything—real change happens.

Instead of waiting for someone else to make the workplace better, ask yourself: What kind of ripple can I create today?

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