How to Make New Workplace Behaviours Stick

THE MARIS METHODOLOGY:

ENVIRONMENTAL CONGRUENCE

Culture does not live in strategy decks. It lives in daily actions. Our methodology relies on Environmental Congruence, which means aligning the physical space with the desired behaviour.

• The Principle: If you want a creative, agile culture, your layout cannot be rigid and cellular. If you value deep work, you must provide acoustic protection.
• The Design: We design for “feeling”. The way a space feels tells people how to behave. From the placement of collaboration zones to the lighting in social areas, every detail is a behavioural nudge. “Office environments subtly teach employees what matters”.

THE CFO’S CORNER:

GOVERNANCE AND RITUALS

If culture matters, it must have governance. This doesn’t mean bureaucracy; it means accountability.

• The Structure: Create a cross-functional “Cultural Steering Group” involving HR, IT, Ops and Facilities.
• The Mandate: Give senior leaders responsibility not just for results, but for how those results are achieved.
• The Rituals: Habits form culture. Establish new rituals like “welcome-back breakfasts,” “Monday stand-ups,” or “Town Halls” with in-person attendance. These create a rhythm that makes the office a natural destination, not a forced one.

MARIS TOOLS:

CULTURAL ANCHORS

To make culture stick, you must codify it. We use Cultural Anchors to translate values into action:

• The Mantras: Short, actionable statements like “We collaborate in person when it counts” or “We use the office for connection, not just concentration”. These guide decisions without micromanagement.
• The Recognition: Align rewards with office behaviours. Recognise people who “show up, lead with empathy, or mentor others”.
• Policy Audits: Review policies to ensure they support the culture. For example, does your dress code or meeting etiquette match your new hybrid reality?