“Great culture.” They’re words that stand out in any job listing, and that job-seekers actively search for in potential new company profiles. But a great corporate culture isn’t something that just exists; it’s a quality and a lifestyle that is actively worked towards by all levels of the company, from the CEO to middle-management to entry-level employees.

Which means, that if you feel that your own workplace’s culture could stand to be improved, you can, and should, do something about it. But if the idea of actively making changes to improve your office culture seems daunting, here’s three easy places to get started.

1. Daily scrum

Perhaps one of the easiest changes to implement to improve company morale AND productivity is “daily scrum.” In accordance with scrum methodology, this tactic helps to encourage “collaboration, functioning software, team self-management, and the flexibility to adapt to emerging business realities.” Lead by a “scrum-master,” your team should spend 5-10 minutes each morning where each employee, as called upon by the scrum-master shares:

-1 big win from yesterday
-Priorities/what they’ll be working on today
-Any roadblocks that may prevent you from getting your daily work done

Unlike other more cliche, popular culture initiatives like allowing pets in the office or free pizza on Fridays, daily scrum is one that your boss or manager would be hard-pressed to fight you on. A less-than-five minute daily activity that incites communication, encourages transparency AND improves productivity office-wide? It’s a no-brainer!

2. Weekly High Fives

Another low-impact way to boost morale and increase employee engagement is “weekly high-fives.” Every Friday, employees will give a shout-out (or multiple shout-outs, up to you), to a fellow employee that went above and beyond in their work in the past week.

There are so many available formats to facilitate giving shoutouts. You can stick to spoken praise (say tacking your weekly shoutout on at the end of your Friday daily scrum), or check out digital options. An easy digital method is to set up a specific email address that employees can send their “high fives” to, and then having an email master relay those shoutouts via a dedicated weekly email. There are also employe engagement software programs created specifically for needs like this, so if you’re looking to invest in a more robust option, check out P&P favorites 15Five or Tap My Back.

3. Braintrusts

An effective “culture” practice shouldn’t just improve employee happiness or fulfillment levels; it should also work to solve problems as they relate to production and output for the company. A great example of a practice that hits both these qualifications is the “Braintrust.”

We first learned about this concept while reading “Creativity, Inc: Overcoming the Unseen Forces That Stand in the Way of True Inspiration,” by Ed Catmull, the President of Pixar Animation and Disney Animation. As Catmull explains, the Braintrust involves a group of people from mixed departments that meet every few months to assess each movie Pixar is making, and is their “primary delivery system for straight talk.”

Braintrusts help to ensure that working groups and companies are embracing “candor:” giving honest, productive feedback without the burden of worrying about what others will think or hurting feelings. They allow employees from all levels of a company to actively contribute to impactful products, and broaden the spectrum of project consideration.

If you want to learn more about Braintrusts, specifically how Pixar has used them to instill one of the most admired company cultures in the world, check out “Creativity, Inc” here.