登录查看更多内容

How can you improve your department's culture?

由人工智能和领英社区提供技术支持

Department culture is more than just a buzzword. It's the set of values, beliefs, and behaviors that shape how your team works together, communicates, and solves problems. A positive and supportive culture can boost employee engagement, performance, and satisfaction, while a negative and toxic one can lead to high turnover, low morale, and poor results. As a leader, you have a significant role and responsibility in creating and maintaining a healthy department culture. Here are some practical tips on how you can improve your department's culture and foster a more productive and happy workplace.

本文章的要点总结

Gather comprehensive feedback:

Use anonymous surveys to understand your team's perspective. Well-crafted questions can reveal the true essence of your department's culture, highlighting strengths and areas for improvement.
Lead by example:

Assess and adjust your own behavior to ensure it aligns with the culture you aim to foster. Leaders set the tone, so embodying the values you preach encourages your team to follow suit.

本摘要由 AI 和以下专家提供支持

1 Assess your current culture

The first step to improving your department's culture is to understand its current state. You can use various methods to gather feedback and insights from your team members, such as surveys, interviews, focus groups, or observation. You can also use existing data, such as employee satisfaction scores, retention rates, or performance indicators, to measure your culture's impact. The goal is to identify the strengths and weaknesses of your culture, the gaps between your desired and actual culture, and the areas that need improvement or change.

添加您的观点

Thomas Howells

Safety Professional specializing in Safety Leadership and Process Improvement
举报内容
In my experience, I prefer to observe the culture. I do this by determining what I expect to see versus what I see happening. I also like to conduct anonymous surveys to gather as much information as I can. I try to word the questions on the survey so that the results can be grouped and measurable. This will help get an accurate pulse of what is truly going on. I prefer to conduct these surveys across the various levels of the organization and then put it all together to see strengths and weaknesses. This also helps to show how aligned the various levels of are or are not. Spider graphs can be a useful tool to use based on the information gathered.

已翻译

赞
Joey Hundley

High performance executive leader in a fast-paced public safety system
举报内容
In my experience, another way to assess the culture is to look at the standards that are being maintained compared to the expectations of the leadership team. Many times I have seen leaders wondering why there are challenges within their organization not realizing they are the problem.

已翻译

赞

2 Define your desired culture

The next step is to articulate your vision and goals for your department's culture. You can use your mission, values, and strategy as a guide to define what kind of culture you want to create and why. You can also involve your team members in this process, by asking them to share their ideas, expectations, and preferences for the ideal culture. You can then create a clear and concise statement that summarizes your desired culture and communicate it to your team and other stakeholders.

添加您的观点

Joey Hundley

High performance executive leader in a fast-paced public safety system
举报内容
I agree with getting team input. I believe the leader sets the expectations for the culture they want to see in the organization, but without input and buy-in from the frontlines, especially the informal leaders in the organization, it will be extremely difficult to change or drive the culture you are looking for. Many formal leaders overlook the influence of the informal leader.

已翻译

赞
Thomas Howells

Safety Professional specializing in Safety Leadership and Process Improvement
举报内容
Clearly established goals and vision can help foster the culture you want to create. I feel that it is essential to get input from the team which gives them the feeling that they have a say in the matter and their voices are being heard. This creates buy-in and helps them feel invested. They will be more likely to take ownership and help maintain that culture. This also has to be not only supported but promoted at all levels. The culture can be destroyed if not supported by the upper echelons of the organization.

已翻译

赞

3 Align your actions and policies

The third step is to align your actions and policies with your desired culture. This means that you need to model the behaviors and attitudes that you want to see in your team, such as respect, collaboration, innovation, or accountability. You also need to review and update your policies and procedures to ensure that they support and reinforce your culture, such as recognition, feedback, training, or rewards. You need to be consistent and transparent in your actions and policies, and address any issues or conflicts that may arise.

添加您的观点

Thomas Howells

Safety Professional specializing in Safety Leadership and Process Improvement
举报内容
Policies and procedures play a huge role and must be written to be clear and concise. They must also be reviewed and updated on a regular basis. I also agree that recognition, feedback, training and/or rewards can help reinforce and support the culture you are trying to maintain and promote. Policy has to be enforced consistently and fairly across the board.

已翻译

赞
Joey Hundley

High performance executive leader in a fast-paced public safety system
举报内容
Couldn’t agree with this more. Policies need to provide guidance to your team and adequately reflect the actions you expect to be taken. They should also leave enough room for your leaders and managers to use their critical thinking skills.

已翻译

赞
Roger Misso

Defense Innovation Lead @ Peraton | Building Outcomes for People, Policy, Process, and Product.
举报内容
Organizational culture isn’t just something you write down. It is something you do repeatedly, through modeling behavior and words and actively confronting those who continue to act counter to the organizational culture you desire. It starts at onboarding - relating the history of how the culture at the firm used to be and contrasting it to what you expect the culture will be moving forward. Culture is what we do repeatedly - a passive document that isn’t actively espoused every day will fail.

已翻译

赞

4 Engage and empower your team

The fourth step is to engage and empower your team to participate and contribute to your department's culture. You can do this by creating opportunities for your team members to interact, learn, and grow together, such as team-building activities, mentoring programs, or cross-functional projects. You can also encourage and enable your team members to share their opinions, suggestions, and feedback, and to take ownership and responsibility for their work and results. You can also celebrate and appreciate your team's achievements and contributions, and recognize their individual and collective efforts.

添加您的观点

Roger Misso

Defense Innovation Lead @ Peraton | Building Outcomes for People, Policy, Process, and Product.
举报内容
The more you ask your team for feedback on the culture, mission, and day-to-day activities, the more bought-in they’ll feel to all of the above, and the better the whole team will be. And don’t just ask “How’s it going today?” Ask specific questions that make your team think, and ask them individually if possible, to make them feel engaged appropriately at their level.

已翻译

赞

5 Monitor and evaluate your progress

The final step is to monitor and evaluate your progress and impact of your department's culture improvement efforts. You can use the same methods and data that you used in the first step to assess your current culture, and compare them with your baseline and goals. You can also solicit feedback and input from your team members and other stakeholders, and identify what is working well and what needs improvement. You can then make adjustments and improvements as needed, and communicate your results and outcomes.

添加您的观点

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

Organizational Leadership

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How can you improve your department's culture?

1

2

3

4

5

6

1 Assess your current culture

2 Define your desired culture

3 Align your actions and policies

4 Engage and empower your team

5 Monitor and evaluate your progress

6 Here’s what else to consider

Organizational Leadership

给文章评分

感谢您的反馈

更多Organizational Leadership相关文章

更多相关阅读内容