How to build a happy, healthy team — The Wow Way

We want everyone here to feel proud to say, “I work at Wow.” That sense of pride doesn’t come from flashy perks. It comes from feeling valued, supported, and connected to something meaningful. And while we’re always learning, there are a few things we’ve found that really work - and some which might work for you too.

Here’s a behind-the-scenes look at how we approach culture at Wow, and some ideas you might want to try in your own business.

1. Get the basics right (and keep getting them right)

A strong culture doesn’t start with initiatives — it starts with foundations. Are people paid fairly? Can they take time off when they need to? Do they have the tools and support to do their job properly?

We’ve learned that if the basics aren’t in place, nothing else really matters. No one’s going to feel good about their work if they’re underpaid, overwhelmed, or unable to switch off. That’s why we regularly review our benefits, policies, and workload planning — not because it’s exciting, but because it’s essential.

2. Protect your culture through growth

Culture is easy to talk about. It’s much harder to protect — especially as you grow.

One of the biggest lessons we’ve learned at Wow is how much impact hiring has on team morale. The right person lifts everyone around them. The wrong one? That can cause ripple effects that are hard to fix.

We don’t always get it right, but we’ve become much more intentional. We’d rather wait than rush. And if something’s not working, we address it — directly and with care. Because nothing kills a great culture faster than letting problems quietly continue.

When we hire a new starter we ask ourselves - are they a Hell Yes? Because if they’re not, then they’re a Hell No. Find out more about Hell Yes hiring here from Blaine, our internal recruiter.

3. Create space for honest feedback

We survey our team twice a month using Officevibe, and we read every single comment. Why? Because we want to understand how people are feeling — not just when things go wrong, but all the time.

Some feedback turns into actions. Some just helps us spot a pattern early. Sometimes, all it takes is explaining why a decision was made — but that clarity makes a huge difference.

It’s not just the surveys, either. Feedback happens in quick chats, team away days, and conversations between Wowees. The more places people can share what’s on their mind, the more likely they are to do it.

4. Lead with openness (and a bit of humility)

People won’t share what’s bothering them unless they trust you’ll listen — and that starts with leadership. At Wow, our senior team actively sets the tone. We admit when we get it wrong. We explain why decisions are made. And we’re always looking for ways to improve.

You don’t need all the answers. But you do need to show you care.

5. Talk about capacity — often

If we had to name one thing that consistently affects how people feel, it’s capacity. Feeling stretched doesn’t just impact performance — it affects wellbeing, morale, and team dynamics.

It’s not always easy to fix, especially when you’re growing. But we’ve found that being honest about it, checking in regularly, and adjusting when we can has made a big difference.

We’ve also learned to listen to the team’s instincts. If they’re flagging something, they’re probably right.

6. Foster cross-team connection

When you work remotely, spontaneous chats don’t happen in the same way. That’s why we’re deliberate about creating time for people to connect across teams — through team away days, project huddles, and our regular buddy calls. These informal one-to-one chats are designed to help recreate those spontaneous "coffee machine" moments — a chance to get to know each other, talk about something other than work, and feel part of something wider.

It might seem like a small thing, but it helps people feel connected — not just to their team, but to the whole of Wow

7. Use data to keep improving

Our employee Net Promoter Score (eNPS) is strong — but we never treat it as a finished product. We use it to ask better questions: Why is it high? What’s changed? What could be even better?

The feedback gives us clarity, but the mindset is what matters most: we’re never done.

8. Remote-first doesn’t mean culture-second

Shifting to remote working hasn’t been without its challenges. But it’s made us more creative and more intentional. We’re no longer relying on physical proximity to build relationships — we’re thinking harder about how to communicate, connect, and support each other wherever we are.

And when we get that right, the results are powerful: people feel trusted, respected, and able to do their best work — in a way that works for their life.

9. Family-first in values and action

Saying you’re a family friendly business is one thing, but actually having the openness, flexibility and culture that allows people to put their family first is another. 

It’s important to recognise that everyone has things going on outside of work, and at Wow we try really hard to create an environment that allows people to be there for their family, without feeling guilty.

Final thought

There’s no quick fix for a happy, healthy team. It takes effort, openness, and a lot of listening. But when you put people first, the results speak for themselves — not just in surveys, but in how your team shows up every day.

We’re proud of what we’ve built at Wow. And we’re even more excited about where it’s heading.