You want to improve employee satisfaction. What can you do to change your company culture?

Yes, definitely determine how you’d like your culture to be is important but I’d start off by assessing through a third party what the culture and workplace environment is today. What are the pain points, more common struggles and the things that are working. This way you have reliable data to build from there.

Getting everyone involved in culture building is a great way to start doing things differently. People react better to things they helped build rather than a culture imposed on them. They know what the current culture is, what the pain points and struggles are and if you, as a leader, are humble enough to listen, great ideas with tons of impact can come from there. There are many “fun” activities you can use to make this easier.

Listening to your employees in a culture change initiative is like consulting a map before embarking on a journey. Their insights are your guiding compass, helping you navigate the challenges and opportunities to improve your company culture.

To me, step 3 would be to prepare your management team for change first because they will have to implement by example. Everyone has to walk the new talk for the rest of company to start believing in change. Then yes, reward whom ever is having a new attitude and complies with the new ways. Also make sure you talk 1-1 with people who are not onboard to understand their fears and struggles.

Providing opportunities for professional growth and development is an investment in your employees' job satisfaction and by extension, your company culture. Support employees in acquiring new skills, knowledge, and experiences through training programs, mentorship, coaching, and career advancement opportunities.

Providing learning and development in a culture change initiative is like equipping your crew with the tools and skills they need to navigate uncharted waters. As your company culture evolves, your employees need the resources to adapt and thrive.

Micromanaging this process will only add stress to the change. Give it time. Changes doesn’t happen overnight. People may not get the first time so allow space to fall and come back. Trust the management to continue the work you created together as they should trust their team.

Empowered employees take ownership of their work and feel accountable to an organization's success. Give your employees the autonomy to make decisions and their sense of pride and commitment will grow. Don't forget to recognize and reward them for their achievements, efforts and contributions to boost morale and continued engagement.

While this is listed last, I find this to be the most crucial aspect of culture change initiatives. Company culture starts from the top, so it's essential for leaders and managers to embody the desired values and behaviors. Think of your own personal and professional experiences: Who do you respect more? Someone who portrays the "Do as I say, not as I do" mentality, or someone who "walks the walk"? Demonstrate integrity, transparency, and respect in your interactions with employees, and set a positive example for all to follow.

Keep an open mind. Thugs may go as you envisioned but sometimes they don’t and you may need to reassess some decisions that may not be viable at the time. Also make sure you give space for change but if someone just won’t adapt and continues to be a detractor, don’t take too long to make the hard decision of letting them go.

It's more important than ever to address DEIBA (Diversity, Equity, Inclusion, Belonging, Accessibility) in culture change initiatives. Embrace DEIBA by creating a welcoming and inclusive workplace where all employees feel respected, valued, and included. Foster a culture of diversity by promoting equity, fairness, and respect for all individuals. This is another area where it's important to lead by example. Your DEIBA efforts will undoubtedly fail if you're not practicing what you preach. In other words, if leadership all looks the same and growth, belonging and accessibility opportunities are not inclusive, it will be difficult for your employees to trust what you are saying.