For those asking how to convince veterans or new hires, the answer is ownership. Probably another hot management term, but we throw around the phrase ownership as much as we do culture and it seems to work. We are producing "our best product" taking pride in what we do. We live by our standards.
I have a few new hires ask about things like jewelry and having things in pockets and wearing headphones, those things were all in the videos, but sometimes, in other companies, training videos are just that, something to say they trained new hires, and then the videos are left at the door and forgotten. Some places of employment don't care. When I introduce myself, I tell them I'm the person responsible for all of those boring videos they just watched and explain how important their role is to my role. Ask them if they have questions, let them know I'm available. Live by example.
I consider it a relationship between us (food safety) and them (those that are carrying it out), I try not to police, I try to engage. It seems to work.
Sure we did some reminding and deep cleaning before our audit, but no one acted out of the ordinary and everyone was proud of the score we achieved. They knew they played a part in that and I, as the food safety person, reminded them and thanked them all.
They own all of our successes and our failures. We are lucky to have a crew that cares. They hold themselves and each other accountable. Heck, they hold me and our bosses accountable when needed.
That is our culture.