Do you think that the culture of your organization does not reflect what you really want to convey as an employer brand? If so, perhaps the time has come to consider the challenge of starting to change things.
Changing the work culture can be a daunting task, especially if it has been entrenched in the workforce for years. If you are thinking that your organization needs new values and you do not know how to approach it, in this article we are going to give you a few tips so that you can put them into practice and achieve your goal effectively.
What is the organizational culture?
Organizational culture is the personality of a company, and is formed by the values, beliefs, attitudes and behaviors of employees.
A strong, positive culture can have a significant impact on company performance, while a negative culture can limit its success. So, it is important that, as a leader, you can take the time necessary to evaluate and adjust the culture of your organization.
How do you know when you need to propose a change of direction? Pay attention to the next lines.
When is it necessary to change the organizational culture?
There are different reasons that could lead a company to want to change its culture and customs. Some of the most common are:
- Adapting to market changes: The market and competition can evolve rapidly, and companies need to adapt to remain competitive. Organizational culture can be a key factor in the company’s ability to adapt to these changes, and if the current one does not align with the new needs, changes may be necessary to remain relevant.
- Improving performance: If the company is not meeting business objectives, it may be necessary to examine the culture to identify internal barriers that are limiting performance. In this case, the goal of cultural change would be to improve efficiency and productivity.
- Changing the image of the company: The corporate culture can also affect the brand image before the public and potential candidates. If the company wants to project an image that is more modern, innovative, diverse or committed to certain values, it will be necessary to make changes to reflect these values.
- Integrating new employees or teams: This is especially interesting when the company expands or acquires a new company. In this sense, it is important that new members feel welcome and understand the values and expectations of the of their new teammates. A cultural change would facilitate a successful transition.
- Solving internal problems: In some companies, culture can be a contributing factor to internal problems, such as conflicts, lack of motivation, or staff turnover. Here it will be necessary to identify these problems and make the appropriate changes to improve the situation.
How to implement cultural changes in the company?
Here are 8 tips to make a change in your business culture:
1. Assess the current organizational culture
The first thing before making changes to your organizational culture will be to evaluate the one you already have in place.
What are the values and principles that define the current culture of the company? What are the behaviors and attitudes that are encouraged? How are these values and behaviors communicated and shared?
By answering these questions, you can have a better understanding of your current culture, which will allow you to draw a roadmap towards the new values you want to spread.
2. Identify the need for change and set goals
Once you know the state your company is in, it is important to identify why you want to transform.
Are there behaviors or attitudes that are toxic or limiting to the success of the business? Is a change really needed in the values or principles that define you as a company? Maybe employees don’t feel engaged?
By identifying the needs for change, you can have a clear vision of the objectives that you must set.
3. Communicate the need for change
With the objectives clear, the next thing will be to clearly communicate this need for transformation to the members of your team.
You will need to explain why the changes are needed and how they will improve the business climate, performance and productivity.
Keep in mind that not all people will be willing to change their work philosophy. So, it is essential that this communication is honest and transparent, allowing employees to ask questions and offer their feedback.
4. Establish an action plan
The action plan must be specific, measurable and achievable Set clear goals and a realistic schedule for their implementation.
On the other hand, think about your resources. Do not base your strategy on unattainable ideas and make sure that you assign clear responsibilities to those people who will be in charge of driving the transformation.
5. Implement changes in small stages
Cultural changes cannot be made from one day to the next, since, if you do so, your plans will surely end up being frustrated.
Rather than making sweeping changes all at once, it’s better to roll out the changes little by little. This will allow your team members to gradually adjust to what’s new. In addition, implementing changes in small stages will allow you to evaluate the results and iterate whenever necessary.
6. Celebrate successes
As the changes in the organizational culture are implemented, it is important that you celebrate all the goals achieved, encouraging your employees to maintain optimism.
Recognizing and rewarding those who have embraced the new values and behaviors will help keep their engagement and motivation alive, foster a culture of positivity , and build an engaging employer brand.
7. Train the employees
In order for the new culture to work effectively, employees must understand the why of the transformation.
Therefore, it is essential that you keep them informed to know how they are expected to act and how they should interact with their colleagues, customers and suppliers In addition, training can also help create a culture of collaboration and creativity, two essential requirements for success in a business.
8. Evaluate the results
When the changes are incorporated, you will have to evaluate the results. It is necessary to measure the impact of the new values and make small adjustments to refine the strategy towards continuous improvement.
You can do this through specialized employee survey software like Team Insights, which allows you to directly ask your team members how they feel about the new corporate culture.
You can also review your performance KPIs, or create new ones focused on this goal.
In conclusion…
Implementing organizational culture changes can be challenging, but it is necessary if the occasion calls for it.
Evaluating the current organizational culture, identifying the need for change, communicating the new challenges, as well as establishing an action plan and implementing it little by little keeping employees at the center of the strategy are some of the important steps to make changes effectively.
And, of course, don’t forget to measure the results!
With the necessary time and dedication, your new business culture can mean a before and after in the profitability of your business.
