organizational cultures are unpredictable
What should be done when organizational culture, for whatever reason, is faltering?
It’s difficult to anticipate how a specific policy change will affect the overall culture of a team, department, or organization. Furthermore, culture is shaped by the personalities and relationships of individuals within the organization, which can be complex and hard to alter. Some managers may have strong, effective partnerships with their employees but struggle to collaborate with their peers. Organizational cultures are often unpredictable.
This raises the question: What solutions exist for such challenges when trying to change organizational culture?
changing organizational culture
HR professionals have developed best practices over the years, but implementing these decisions requires empathy and finesse. Changes can take time, especially on a large scale, limiting the ability to experiment or quickly address emerging issues. Consequently, altering organizational culture from the top down – initiating corporate culture changes that lead to shifts in organizational culture – is exceptionally difficult.
However, there are strategies to achieve this, with the top two being:
01
create an environment for productive changes
It’s essential to respect unstructured time, particularly in industries where creativity is key. One of the quickest ways to foster a negative organizational culture is to view downtime as unproductive. Often, work-related ideas and connections emerge in unconventional settings, such as during meals, group exercises, or while enjoying a pleasant environment. These moments are where:
- innovations are born
- lines of communication are opened
- collective values are reinforced
While it’s important for managers to monitor employee performance, it’s equally vital not to hinder unstructured interactions. These informal moments are often the most fertile ground for positive changes in organizational culture.
02
harmonize values
Second, it’s crucial to align employees’ values with those of the organization, either by changing the overall values or by hiring individuals who resonate with existing values (or both). Leaders across various industries have found that motivating workers is much easier when they perceive their jobs as more than just a paycheck. As more people in the workforce become intellectually engaged and socially conscious organizations must define themselves through:
- craftsmanship
- quality
- social responsibility
- ethical competition
When employees view their organization as a positive force in the world, they are more likely to demonstrate commitment and dedication to their work. Leverage the effectiveness and flexibility of SEE IT! DO IT! FEEL IT!® to harmonize values within your teams and organization.
meaningful, valuable, and encouraging
Business leaders have long recognized that changing organizational culture is challenging. While policy changes can influence corporate culture, they will only succeed if they are genuinely embraced by employees at all levels. To effectively drive this change, leaders must engage their teams in meaningful conversations, fostering an environment where feedback is valued and collaboration is encouraged.
impacts of poor organizational culture
A poor organizational culture can severely impact a company. It may cause employees to lose focus and commitment, create communication issues, and hinder progress on various projects. Additionally, it complicates recruitment efforts, as talented individuals may choose to leave for organizations with a better culture. Therefore, one of the most crucial responsibilities of a leader is to foster a positive and effective organizational culture.
- cause employees to lose commitment
- complicates recruiting efforts
- create communication issues
- prevent forward progress