Despite the importance of organizational culture, many HR executives need help figuring out where to start when making changes. It’s important to identify the areas of focus and implement strategies to improve your organization’s culture.
Forbes defines company culture as: “The shared values, belief systems, attitudes, and the set of assumptions that people in a workplace share.”
According to a recent study, 6 in 10 employees are still working from home most or all of the time. Virtual events and workshops are becoming less of a novelty, and the challenge of coordinating a workforce dispersed across different time zones and locations is more prevalent.
A report released by Gallup and Workhuman revealed that only 1 in 4 workers feel connected to their company’s culture.
Accept the Challenge
It’s essential to identify the areas of focus and implement strategies to improve your company’s culture.
The entire organization must take ownership of the issue. This is because creating a culture change is the responsibility of everyone within the company.
Before you start implementing a culture change, identify the goals and objectives of the organization. This will help you develop a plan and execute the necessary procedures to support the new culture.
HR managers and leaders should also focus on the various nuts and bolts of an employee’s experience to ensure that the changes make them feel valued and supported.
Culture isn’t created in a vacuum and can be a reflection of the processes and people within an organization. Consider your hiring practices because a candidate’s experience is the first step in assessing if they fit into the organization’s culture.
Common Challenges to Culture Change
It can be very challenging to implement a culture change in an organization.
Consider the long-term strategy and goals of the organization. This will help you develop a plan and implement the necessary procedures to support the new culture. Implementing a new culture requires a comprehensive vision and establishing management structures to support it.
It can take time to implement a culture change.
- Start by making small changes that feel effortless for the employees.
- Gather information about the people so you can identify the areas where the changes can make the most impact.
- Interview employees to gather information about the changes you plan to implement. Then analyze the results and make recommendations.
- Start developing a list of company values your employees can understand. This will allow them to make informed decisions and contribute to the organization’s success.
Successful leaders recognize the changes that are happening in the organization. A culture that values the beliefs and values of the people is built by leaders who are committed to developing a vision that will help the organization succeed.