​How to Build a Great Company Culture: Why It’s More Than Just Bricks

By James Fernandes

There’s a story I always come back to when I talk about culture. Three bricklayers are asked what they’re doing. The first one says, “I’m laying bricks.” The second says, “I’m building a wall.” The third? “I’m building a cathedral.”

It’s a simple parable, but it nails the point: the difference between doing a job and being part of something bigger. That sense of shared purpose - that what you’re doing matters beyond your task list - is what gives real meaning to work. It connects people to each other, and to the mission of the business. That’s what culture is really about.

It’s Not Just Something We Say

At Carrington West, we talk about culture a lot. But it’s not just lip service - it’s the foundation for how we hire, how we work, and how we grow. And the truth is, culture doesn’t come from a few words on a wall or a page in the handbook. It’s built daily—through how we behave, what we reward, what we let slide, and what we’re willing to challenge.

Culture Happens - So Make It Deliberate

Every company has a culture. The question is, was it built on purpose or did it just form on its own? If you’re not shaping it, it’s shaping itself—usually based on habits, strong personalities, and things no one ever questioned.

This is where leadership really matters. As Simon Sinek said, “Leadership isn’t about being in charge. It’s about taking care of those in your charge.” And that includes protecting the culture that keeps people engaged, motivated, and rowing in the same direction.

Culture Starts with Clarity

For me, culture starts with being clear—on why we’re here, what we believe, and how we show up every day. Talking about purpose is easy. Living it is the hard bit.

If collaboration is a value, do we actually create space for people to work together? If we say accountability matters, do we own the misses as well as the wins? These things either mean something or they don’t. Your actions will tell the truth.

What You Tolerate, You Teach

Patrick Lencioni puts it well: “If you don’t confront unhealthy behaviour, you’re letting your culture rot.” And he’s right. Culture isn’t about socials and snacks—it’s about expectations, and having the backbone to stick to them.

We’ve all seen the damage one high performer can do if they don’t live the values. If you let them off the hook, you’re telling the rest of the team: “As long as you get results, the rest doesn’t matter.” And that starts to erode trust, morale, and retention. Quickly.

That’s why culture needs champions. It’s on all of us to call things out when they don’t sit right. Whether that’s pushing for more inclusive hiring, challenging behaviours that undermine others, or just leading by example—it all adds up.

How Managers Can Build Culture Every Day

If you manage people, you shape culture—full stop. And you don’t need a grand plan to do it. Small, consistent actions make the biggest difference.

Start by recognising and rewarding the right behaviour. Celebrate results, yes—but also acknowledge the collaboration, integrity, or resilience that got you there. People remember what gets noticed.

Address misaligned behaviour early. Feedback in the moment is way easier—and more useful—than trying to reverse bad habits later. It shows people that culture matters, and it gives them a chance to adjust.

Create simple team rituals. Sharing Friday wins, running monthly learning sessions - these are the moments that embed values into everyday work. They matter, especially in hybrid teams where connection can drift.

And when hiring, don’t just go for “culture fit” - look for “culture add.” People who get the mission but bring something new to the table. That’s how we grow without losing our edge.

Lastly, and most importantly, lead by example. If your actions line up with your words, people will follow. If they don’t, no policy or value statement will save you.

A Culture People Want to Belong To

At the end of the day, culture isn’t what’s written on your website. It’s how people feel when they walk through the door, or log in on a Monday morning. Do they feel safe? Heard? Motivated? Do they believe in what we’re building?

In a competitive market, businesses that get culture right will always win. Not just because it looks good, but because people stick around longer, perform better, and bring more of themselves to work when they feel like they’re part of something bigger.

We’re not just laying bricks. We’re building something meaningful. And we want everyone here to feel like they’re helping build a cathedral - together.

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