How can you determine when your team's culture and values need a refresh?

How can you determine when your team's values need a refresh: When motivation declines or resistance starts building up you get to know that change is required. Analyse what isn't working/needs to be updated/ is the impact of recent changes in the organisation? Answers to these questions will specify what exactly needs refresh. Observe the conversations/non verbal cues to get to know the situation better. #riyadhair #emiratesairlines #airarabia @garywatson

Evaluate your team's culture and values by assessing alignment with organizational goals and individual behaviors. Watch for signs of disengagement, increased conflicts, or declining performance. Seek feedback through surveys or discussions to gauge employee satisfaction and perception of the team's values. Monitor changes in the external environment that may impact internal dynamics. If the team's culture no longer supports innovation, collaboration, or the organization's mission, it's time for a refresh. Regularly review and adapt values to ensure they remain relevant and supportive of a positive and productive working environment.

Low Morale and Engagement: If you notice a decline in morale or engagement among team members, it could be a sign that the current values are no longer resonating with the team. Look for signs of disengagement such as decreased productivity. High Turnover Rates: A high turnover rate within the team may indicate that employees are not aligned with the organization's culture and values or feel disconnected from the team's mission and purpose. Monitor turnover rates and exit interviews for insights into why employees are leaving and whether cultural factors are contributing to their decision. Conflicts or Tension: Increased conflicts or tension within the team may suggest that there are underlying issues with the team's culture or values.

You can tell your team value and culture needs a reset by checking your alignment . By checking your alignment you’re able to tell if everyone on the team is aligned, same or if they’re not aligned saying there’s usually shows itself within the levels of responsibilities and roles

You can tell your team value and culture needs a reset by checking your engagement. By checking your engagement you’re able to see which team members are actively engaged and which team members are not actively engaged and when you have a large amount of team members who aren’t actively engaged , that is a good sign to show that it’s time to reset your teams value and culture.

You can tell your team value and culture needs a reset by checking your teams diversity. By checking your team diversity you’re able to see if there is a diverse level of input to certain processes involved in the team. A diverse team will have everyone giving their opinions and ideas to make things better.

If you've completed your homework and are now ready to refresh your team's culture and values, then it's time for a workshop! This is a great opportunity for everyone to voice their opinions and contribute to shaping the new direction. Communicate the refreshed values to your team, explaining the reasoning behind the changes and how they will benefit the organization and everyone on the team. Roll out an action plan of steps and initiatives that will help embed the new values into daily work practices and decision-making processes. Involve your team in creating these action plans to establish buy-in. Set the tone and share your commitment to the new culture and values. After the workshop, make a follow-up schedule to monitor progress.

In my opinion: 1. Low morale and high turnover where team members seem disengaged, unmotivated, or disinterested and could potentially leave. 2. Lack of collaboration - reduced trust, or communication among team members. 3. Resistance to change leads to reduced new ideas, processes, or ways of working to achieve innovation and adaptability. 4. Misalignment with organizational goals and vision of the organization. 5. Feedback from team members through surveys, focus groups, or one-on-one conversations could help. However, office politics and toxic workers influence this greatly. 6. Changes in the external environment - Changes in the industry, market, or regulatory landscape may necessitate a reassessment of the team's culture and values.

So, is important to consider the following factors: 1.-Tendency in the Market: ? Monitor market trends and shifts in customer preferences. ? Assess how well your current culture aligns with the demands of the market. ? If there's a significant deviation, it might be time to refresh. 2.- Changes in Generations: ? Understand the values and work preferences of different generations in your team. ? Regularly engage with team members to identify evolving expectations. ? Adjust your culture to accommodate the changing demographics. 3.-Global Issues: ? Stay informed and evaluate about global issues, diseases, lifestyle changes, and geopolitical events. ? If necessary, adapt your culture to better navigate external challenges.

I would be extremely observant and become very dedicated to active listening. Rarely do things slip overnight. Often, it's a slow fade. Uncommon comments are made, unusual emails are sent, output of work seems to be a little less quality. It's not that we don't notice. It's that we ignore it, delay our response to it, or we assume it will just get fixed on its own. Be proactive. Give clear and concise feedback. Remind others of agreements. Extend grace, be curious, and suspend quick judgments.