How to Improve Employee Culture in Your Laboratory

I've been a Lab Manager for several years now, and I've noticed some things culture-wise that my lab had to work on when I started, and many other labs suffer with as well. As a lab manager moving from Europe to the United States, I’ve noticed stark differences in work culture between the two regions. In my previous European labs, people regularly socialized together after work, leading to improved communication and collaboration back in the lab. However, in my current and previous American labs, there is little interest in bonding outside of work hours. As a result, communication suffers and people seem to only care about their own projects, rarely helping others.

I’ve tried various team-building strategies like holiday parties and game nights, but most are reluctant to participate. While social events shouldn’t be mandatory, cross-cultural differences and mental health issues may contribute to the isolation and lack of engagement I’m seeing. Furthermore, the competitive academic system and financial struggles unique to the US could cause underlying stress that hinders relationship-building.

Ultimately, the detached dynamic stems from the top-down. Without buy-in from leadership to nurture community, it’s an uphill battle for a lab manager alone to transform the culture. While my aims are well-intentioned, I cannot force connections between people.

Improving Lab Culture Step-by-Step

The advice I’ve received and the implementations that I've put into place have opened my eyes to a new perspective, and I'd like to share some of those ideas with you:

Institute Regular Check-Ins
Rather than mass emails, have quick weekly or bi-weekly meetings to address lab needs collaboratively. This face-to-face time can strengthen relationships and accountability.

Celebrate Wins as a Team 

When individuals or the group as a whole meets a milestone, take time to recognize it. Whether going out for lunch or enjoying treats in the breakroom, celebrating together can mean more than individual rewards.

Find Common Interests 

During lunch or free moments, get to know what motivates your colleagues personally. Finding shared hobbies can lead to natural friendships. Allow connections to develop freely rather than trying to manufacture camaraderie.

Role Model Desired Culture 

As a leader, embody the mindset you want to see. Be the first to demonstrate care for others, patience in communication, and commitment to the lab’s collective success. When priorities and values align across leadership, it empowers people to follow.

Address Roadblocks with Empathy
If intra-lab issues persist, have candid yet compassionate conversations to learn where underlying hurts may live. Solve problems together, not apart.

Implement Feedback Channels 

Create open channels for people to safely voice concerns or suggestions. Regular pulse checks ensure you understand evolving needs and challenges.

While I cannot single-handedly revolutionize the culture, I can influence it for the better by building relationships, spurring communication, and leading with care. Progress may be gradual, but consistency and empowerment from leadership can transform lab culture over time. What matters most is that people feel accepted, connected, and supported in contributing their personal best each day.