Brian White | The HR Playbook
VP of HR and Corporate Development | Polo Custom Products
What strategies are most effective in shaping a strong workplace culture?
We ensure our workplace culture is authentic and consistently demonstrated throughout the organization, starting with leadership. Culture cannot be forced or fabricated It must be lived and modeled by those at the top.
At our company, we implement several key strategies:
Authentic Leadership. Our CEO sets the tone by embodying the values we promote through his actions.
Intentional Onboarding. Every new hire, regardless of location, meets with our CEO and me to discuss our culture. It emphasizes the importance from day one.
Open Communication. We prioritize transparency and conversation. Our CEO models this by being accessible and engaging directly with new associates. It reinforces that open communication is a cornerstone of our culture.
While these are just the beginning steps of our foundation, they are critical to building trust, alignment and a shared sense of purpose.
How do you ensure culture remains consistent as the company grows or changes?
Our integrated approach embeds culture throughout the entire associate experience:
Candidate Experience. We introduce our culture from the very beginning, on our website and during a candidate’s journey.
Onboarding. New associates experience our culture through new hire orientation and mentoring, helping them connect with our values from day one.
Continuous Engagement. We keep associates involved through well-being and safety committees, as well as fun, employee-driven events that reflect our culture in action.
Communication. Regular town halls, newsletters, digital displays, electronic communication and associate meetings ensure everyone stays informed, connected and aligned.
Feedback. We foster a culture of open communication and invite feedback and ideas at every stage of an associate’s journey. It helps us grow or navigate change while staying true to who we are.
By embedding culture into every stage of an associate’s journey and maintaining open communication, we ensure our culture remains strong and consistent.
How do you approach the difficult decision to let someone go?
I prioritize empathy, fairness and consistency. It is important to acknowledge that behind every decision is a person whose life will be impacted, so these situations must be treated with compassion and respect.
Before making any decision, I gather all relevant facts, review past precedence and ensure alignment with company policies and legal standards. I believe in giving associates the opportunity to improve through coaching, corrective action or performance improvement plans whenever possible. If termination becomes necessary, the conversation must be handled with dignity and transparency. I communicate clearly, offer support during the transition and remain mindful of how the process reflects on our employment brand. Ultimately, how we treat people in difficult moments reflects our workplace culture and who we are as an organization.
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