How does culture impact organisational performance?

We really enjoy supporting organisations to truly optimise their operating culture, it plays such a crucial role in shaping business performance, enhancing employee engagement and delivering on objectives. One of our clients has just been through a business sale, during the process they were complimented on the strength of the operating culture they had built. Another client is readying to sell, and acknowledges how important it is to nurture and strengthen their performance culture now, to be able to put their best foot forward when pitching to potential investors.?

Whether your organisation has a plan to sell or simply to grow organically, performance will undoubtedly be impacted by the strengths (or failings) of your operating culture. ?

But what is culture? Culture encompasses the shared values, beliefs, and behaviours that define how an organisation operates, and interacts with stakeholders; it refers to propensity to collaborate and communicate within teams, with other teams, and externally; it comprises levels of empowerment and motivation; and it includes clarity of purpose, and strength of leadership. ?

It’s clear that challenges in any of the above areas will have an impact on organisational performance. As a solution to these challenges, we developed the ICC Cultural Analysis.

The Cultural Analysis diagnostic provides your workforce with an opportunity to anonymously share views and feedback on the performance of the organisation, in far greater detail than Employee Engagement or Pulse surveys. Five Performance Pillars provide context for the analysis, majoring on behaviours rather than simply outcomes. An in-depth report on the findings is provided, plus actionable recommendations on how to enhance your operating culture.?

Common themes uncovered:?

• Cross-functional collaboration is often fraught with challenges?

• Communication by leaders is vital, but often misunderstood or inconsistent?

• Lengthy decision-making causes frustration, as does a lack of clarity around ownership or responsibility ?

• ‘Getting on’ with colleagues is a big motivator to do a good job?

• Systems often require duplication of information or effort, reducing productivity?

• Differing interpretations of ‘Purpose’ lead to a lack of shared objectives?

• Hybrid and virtual working requires more leadership presence and support?

Although some of these challenges look familiar, they can also be solved quickly via relatively simple remedial actions. ?

All that’s required is for organisations to want to investigate and assess their performance culture, and then commit to actions to strengthen and improve it. This commitment cultivates a positive, values-driven environment that benefits from enhanced employee engagement, unfiltered innovation, and an improved bottom line.?

Let’s get to work on turbo-charging your performance culture! You’re In Cool Company.