How HR Radically Influences Workplace Culture: A Triad of Key Aspects

Introduction

In the modern corporate landscape, workplace culture is not just a buzzword; it's a critical factor that can make or break an organisation. The Human Resources (HR) department plays a pivotal role in shaping and influencing workplace culture. Traditionally seen as an administrative function, HR has evolved into a strategic partner that is driving cultural transformation within companies. In this article, we will explore three key aspects through which HR is radically influencing workplace culture: measuring culture as a Key Performance Indicator (KPI), crafting and executing a culture plan, and leading by example—walking the talk.

1. Measuring Culture as a KPI

In the world of business, what gets measured gets managed. We say what gets measured gets improved. HR professionals have realised that to effectively influence workplace culture, they must first quantify it. This involves developing metrics and Key Performance Indicators (KPIs) to assess the current cultural landscape and track progress over time. By measuring culture, HR can identify areas of strength and areas in need of improvement.

a. Employee Surveys: Regular employee surveys are a common tool HR uses to gauge employee sentiment and gather feedback on various cultural aspects. These surveys can provide valuable insights into the organisation's strengths and weaknesses, helping HR tailor their cultural initiatives accordingly.

b. Turnover Rates: High turnover can be indicative of a toxic or unsupportive culture. HR tracks turnover rates and exit interviews to identify reasons for employee departures and take corrective actions to improve culture.

c. Diversity and Inclusion Metrics: HR measures diversity metrics, such as gender and ethnic diversity, and inclusion metrics, like participation in affinity groups or training programs, to ensure a more inclusive workplace culture.

d. Employee Engagement Scores: Employee engagement is closely linked to workplace culture. HR often measures engagement through methods like the Net Promoter Score (NPS) or Employee Net Promoter Score (eNPS).

2. Crafting and Executing a Culture Plan

Organisations have Sales plans, Marketing plans, why is it we don’t often see a culture plan?

Once HR has a clear understanding of the current culture through measurement, they can develop a comprehensive culture plan. This plan outlines specific strategies and initiatives aimed at improving and embedding the desired culture within the organization.

a. Defining Core Values: HR collaborates with leadership and a cross section of the organisation to define the organisation's core values and cultural aspirations. These values serve as the foundation for cultural initiatives and decisions.

b. Training and Development: HR designs training programs to equip employees with the skills and knowledge necessary to embrace and embody the desired culture. Managers are the linchpin to culture success. This can include diversity and inclusion training, leadership development, and key skills training. Ultimately, its providing managers with the skill and confidence to reinforce the behaviours.

c. Recruitment and Onboarding: HR aligns the recruitment process with cultural values to ensure that candidiates have cultural fitness, the ability to add to the culture. Not necessarily selecting candidates that are the same but have culture values that fit and that they add to the culture. Effective onboarding programs are essential to introducing new hires to the organisation's culture and values from day one.

d. Communication Strategies: HR plays a crucial role in communication by ensuring that the organisation's values and cultural initiatives are consistently and transparently communicated to all employees. This can include regular updates, newsletters, and town hall meetings.

3. Walking the Talk

Perhaps the most impactful way HR can influence workplace culture is by leading by example—walking the talk. HR professionals themselves must embody the cultural values they seek to instill in the organization.

a. Role Modeling: HR leaders and team members should exemplify the cultural values through their behavior, decisions, and interactions with employees. When HR leads by example, it sets a powerful precedent for the entire organisation.

b. Accountability: HR holds employees and leadership accountable for their actions in alignment with the culture plan. This includes addressing culture violations promptly and consistently. Also supporting managers to have the confidence and skills to reinforce the culture.

c. Continuous Improvement: HR should continuously evaluate the effectiveness of culture initiatives and be willing to adapt and evolve the culture plan as needed to stay in sync with the evolving needs of the organisation and its workforce.

Conclusion

In conclusion, HR is no longer confined to managing paperwork and benefits; it is now a critical driver of workplace culture. By measuring culture as a KPI, crafting and executing a culture plan, and leading by example, HR professionals can radically influence and shape an organisation's culture. In today's competitive business environment, a strong and positive workplace culture can be a company's most valuable asset, and HR should be at the forefront of ensuring its success.