Transforming Workplaces: The Power of Organizational Psychology with Rich Cruz

Creating a thriving workplace culture isn’t just about policies and procedures—it’s about understanding how people think, behave, and adapt to change. In today’s fast-evolving corporate world, businesses must foster an environment where employees feel supported, valued, and empowered. Rich Cruz, an expert in organizational development and workplace psychology, has dedicated his career to helping companies navigate change, improve leadership, and build a culture of engagement. As the founder of Harmonious Workplaces and a professor at Trinity Christian College, Rich brings a unique blend of academic insight and real-world experience to his work, transforming organizations from the inside out.

In this conversation, Rich shares his journey from marketing to organizational psychology, the importance of psychological safety, and the key factors that drive employee satisfaction. He also discusses the biggest mistakes companies make when trying to improve workplace culture and offers actionable strategies for fostering innovation and resilience. Plus, he gives us a sneak peek into his upcoming book, Tales of an HR Hermit Crab, a fun and insightful take on workplace challenges. Whether you’re a business leader, HR professional, or an employee looking to improve your work environment, this interview is packed with valuable insights you won’t want to miss.

Thank you so much for joining us! Our readers would love to get to know you a bit better. Can you tell us a bit about your backstory?

Absolutely! I wear many hats—I’m an organizational development consultant with Harmonious Workplaces, a professor at Trinity Christian College, and a musician. My journey began in marketing, where I spent nearly two decades helping businesses grow. However, I had a pivotal moment in my early forties when I questioned whether marketing was truly my calling. I wanted to dive deeper into how businesses function internally and how leadership and workplace culture shape an organization’s success. This realization led me back to school, where I pursued a degree in industrial-organizational psychology. Through my studies, I became fascinated by how people think, behave, and interact at work. That passion grew into my career today, where I help businesses improve leadership, culture, and employee engagement through strategic change management.

What inspired you to transition from marketing to organizational development and psychology?

My transition was fueled by my personal experiences working in marketing. Many times, I was responsible for implementing new processes or software systems, which often led to resistance and frustration among employees. I saw firsthand how difficult it was for people to embrace change, not because they didn’t want to improve but because change creates uncertainty. It became clear that my true passion was not just marketing—it was helping organizations create smooth transitions, train employees effectively, and foster a workplace culture that embraces growth. That’s when I decided to shift my focus to organizational psychology, studying how to manage workplace behavior, boost productivity, and create a thriving company culture.

What are some of the biggest challenges organizations face when implementing change?

The biggest challenge organizations face is resistance to change. People naturally prefer stability, and any shift in workplace processes or structure can cause anxiety. Employees often feel overwhelmed, unsure about their roles in the new system, or afraid that changes will lead to job loss. Another major challenge is poor communication from leadership. When leaders fail to properly explain the reason for change or do not involve employees in the process, it fosters distrust and disengagement. Additionally, many organizations underestimate the importance of psychological safety—ensuring that employees feel heard and supported during transitions. Without a strong foundation of trust and communication, even the most well-intentioned changes can fail.

You talk a lot about psychological safety in the workplace. Why is it so important?

Psychological safety is critical because it creates an environment where employees feel comfortable expressing concerns, asking questions, and offering new ideas without fear of punishment or embarrassment. When employees feel safe to speak up, they are more engaged, innovative, and productive. On the other hand, when employees fear making mistakes or being judged, they become hesitant, which stifles creativity and slows progress. Companies with a culture of psychological safety foster strong teamwork, better decision-making, and a more resilient workforce. Leadership plays a crucial role in establishing this environment by encouraging open dialogue, actively listening, and ensuring that employees know their voices matter.

In your experience, what is the #1 factor that determines an employee’s job satisfaction?

The relationship between an employee and their manager is the most significant factor influencing job satisfaction. Studies show that up to 70% of an employee’s engagement and happiness at work is tied to their relationship with their direct supervisor. A supportive, communicative, and empathetic manager can make employees feel valued and motivated. Conversely, a toxic or neglectful manager can lead to stress, dissatisfaction, and high turnover rates. Good leadership is about creating trust, providing clear guidance, and recognizing employees’ contributions. Organizations that invest in leadership development often see higher retention rates, better team performance, and overall workplace satisfaction.

What are some psychological strategies businesses can use to improve employee engagement?

One effective strategy is active listening—giving employees a platform to share their concerns, feedback, and ideas. When employees feel heard, they are more likely to stay engaged and invested in the company’s success. Empowerment is another key factor; when employees have the autonomy to make decisions and take ownership of their work, they become more motivated. Recognition and appreciation also play a huge role. A simple “thank you” or public acknowledgment of a job well done boosts morale and reinforces positive behaviors. Encouraging innovation by creating a safe space for employees to take risks and try new approaches is another powerful strategy. Finally, transparent communication from leadership ensures that employees understand company goals, expectations, and changes, building a sense of trust and alignment.

Tell us about Harmonious Workplaces. What services do you offer?

Harmonious Workplaces is an organizational development consulting firm dedicated to helping businesses improve workplace culture, leadership effectiveness, and change management strategies. We offer services such as workplace culture assessments, leadership training, communication strategies, and customized change management solutions. Our goal is to create workplaces where employees feel engaged, valued, and empowered to contribute to the company’s success. We also host the Harmonious Workplace Podcast, where we discuss topics related to leadership, workplace psychology, and organizational effectiveness.

Can you share a success story of a company you helped transform?

One of our most rewarding success stories involved a nonprofit organization that was struggling with the transition to a new CRM system. Employees were frustrated, productivity dropped, and morale was low. We stepped in to provide training, ease fears, and improve communication between leadership and employees. Over time, confidence in the new system grew, efficiency skyrocketed, and the organization doubled its client outreach and funding. Another success story involved a law firm that invested in a new case management system but found that employees were resisting its use, instead relying on outdated spreadsheets and notebooks. By diagnosing the issue, refining the system, and retraining employees, we helped the firm streamline its operations, saving time and improving client service.

What are some of the biggest mistakes companies make when trying to improve their culture?

One major mistake is ignoring employee feedback. Leaders often assume they know what’s best for their workforce without actively seeking input. Another common mistake is forcing change without offering adequate support or training. When employees don’t understand the reasons behind change, they resist it. Toxic leadership also hinders workplace culture—managers who micromanage or fail to recognize employee contributions create a negative work environment. Overlooking work-life balance is another issue, as burnout leads to disengagement and turnover. Lastly, a lack of clear company vision and values can make employees feel disconnected from their work. A strong, well-communicated mission gives employees purpose and direction.

You also have a book coming out. Can you tell us about it?

Yes! The book, Tales of an HR Hermit Crab, is a humorous, illustrated guide to workplace culture, co-authored by myself, Cheryl Volpe, and Ben Kleinman. It uses a fun, cartoonish character to highlight common HR dilemmas and workplace challenges. Each chapter presents a relatable workplace lesson with humor and insights. It’s designed for HR professionals, managers, and anyone who enjoys workplace humor. The book will be available on Amazon and HarmoniousWorkplaces.com soon!

You’re also a musician. How does music tie into your work?

Music and workplace psychology share common themes—collaboration, rhythm, and harmony. I use music in leadership training, including facilitating drum circles for corporate teams. It’s an interactive way to teach communication, teamwork, and leadership skills in a fun, engaging setting. Music helps break down barriers, fosters connection, and teaches adaptability, which are all crucial in business.

What are some final takeaways for our readers?

First, embrace change—it’s inevitable, and adapting to it leads to growth. Second, prioritize psychological safety in the workplace by creating an environment where employees feel valued and heard. Third, invest in leadership development, as great managers create engaged teams. Fourth, view failure as an opportunity—every challenge presents a chance to learn and improve. Lastly, work should be fulfilling. A thriving workplace is one where employees find purpose and motivation in what they do.

How can our readers further follow your work online?

You can find everything on our website: HarmoniousWorkplaces.com. There, you’ll find our workplace culture scorecard, free psychological safety white papers, details on upcoming workshops, and our podcast episodes. Follow us on LinkedIn, Instagram, and YouTube for workplace tips and insights. Thank you so much for having me, Stacey! This was a fantastic conversation.

Rich, it has been a pleasure speaking with you today. Your insights on workplace culture, leadership, and change management are truly inspiring. It’s amazing to see how you’re helping businesses and employees thrive. I’m excited for the release of Tales of an HR Hermit Crab and can’t wait to see its impact. I encourage our readers to check out your website, podcast, and resources. Thank you again for sharing your expertise!

Thank you, Stacey! I appreciate the opportunity to share my work, and I look forward to continuing the conversation.