How to Successfully Sustain Workplace Culture Change

In today's ever-evolving business landscape, workplace culture is a powerful driving force behind an organisation's success. However, it is not merely about undergoing a transformation but sustaining it over the long haul.?

Cultivating a positive and inclusive culture post-change is a challenging yet crucial aspect of an organisation's journey towards continuous growth and success. This article delves into four fundamental levers instrumental in fostering successful cultural transformation. Addressing these elements systematically can pave the way for lasting and impactful cultural change.

Cultural transformation, at its core, starts with individuals. To forge a culture that endures, we must address mindsets, abilities, processes and structures to create an environment that reinforces a positive and desired workplace culture.

Mindsets - The Right Psychological Development to Drive the Right Behavior and Action

The first and foremost step in cultural transformation is addressing employees' mindsets. Their beliefs and attitudes shape how they perceive, approach and respond to situations in line with the company's values and objectives. To foster the desired behaviours and values, we recommend the following strategies:

1. Articulate Clear Aspirations: Communicating a compelling vision helps employees understand the organisation's direction. It fosters a sense of purpose and unity among the workforce.

2. Align Decisions with Goals: Ensure that all decisions made at the organisational level align with the desired cultural transformation goals. Consistency is critical in driving change.

3. Adapt Processes and Systems: The processes and systems in place should support and encourage the desired behaviours and values, enabling seamless integration of the new culture.

Abilities - The Skills and Capabilities Individuals and Teams Need to Operate in the Desired Culture

The second key element focuses on developing employees' abilities - skills, competencies, and capabilities - to align with the cultural vision. This involves enhancing their skills and competencies to thrive in the desired culture. To foster these abilities, organisations should implement the following:

1. Identify Core Practices: Understand the core competencies that align with the cultural vision. This allows organisations to pinpoint the essential skills required for employees to succeed in the transformed culture.

2. Comprehensive and Experiential Learning Journey: A well-structured and rounded development plan that empowers employees to acquire the necessary skills. Offering continuous learning opportunities promotes growth and adaptability. Role-play and feedback sessions facilitate effective skill development. Employees can apply their newly acquired abilities in simulated scenarios, fostering confidence and competence.

3. Measure Progress: Conducting ongoing assessments allows organisations to gauge the effectiveness of skill development initiatives. Regular evaluations provide insights for improvement and ensure continuous growth.

Structures - The Organisation and Team Structures Enabling the Right Decision-Making and Communication Flow to Embed the Desired Culture

Organisational, departmental and team structures profoundly influence communication, decision-making, and the flow of information within the organisation. To create a structure that supports the desired cultural change, follow these guidelines:

1. Facilitate Decision-Making: Flatten hierarchies and promote open communication channels to foster collaboration and participation in decision-making processes. Encouraging employees to voice their opinions promotes inclusivity. This includes governance, organisation design span and layers, scalability, decision-making authority and accountability measures to enable alignment and realisation of the company's culture to deliver on its purpose and strategy.?

2. Encourage Desired Behaviors: Establish recognition and reward systems reinforcing the desired cultural behaviours. Celebrating achievements aligned with the new culture motivates employees to sustain their efforts.

3. Break Down Siloes: Create cross-functional teams and sessions to resolve challenges and brainstorm new ideas collaboratively. If feasible, consider rearranging office spaces to allow employees from different departments to sit closer together, making it easier for them to interact and collaborate.

Systems - The Right Processes and Systems to Reflect and Measure the Desired Culture

Efficient systems are the backbone of cultural transformation. Systems encompass the processes, procedures, policies, practices, tools, and platforms to support, monitor and reinforce the desired behaviours. To support the cultural transformation effectively, consider the following strategies:

1. Align Performance Management: Linking performance evaluations with cultural values reinforces the importance of cultural alignment. Recognising employees for embodying the desired culture strengthens their commitment.

2. Utilise Incentives: Implementing a reward system (consider both monetary and non-monetary) that aligns with the cultural transformation motivates employees to embrace the change wholeheartedly. Incentives inspire individuals to exemplify new values.

3. Regular Evaluations: Measuring the impact of cultural changes is essential for continuous improvement. Conducting regular evaluations allows organisations to adapt their strategies based on real-world outcomes.

Why does it matter?

You need to address all four levers to ensure a sustainable change. Often leaders tend to focus too much on changing the tangible, such as Processes and Structures, because it's easier, but it doesn't make a long-term difference. They tend to neglect the intangibles, such as Mindset and Abilities.

For example, changing reporting lines and job titles without substantial differences in their day-to-day responsibilities and new behaviours to support the change. Or, on the flip side, focusing too much on the intangibles without the tangible change to support it. For example, there is no point in developing a collaborative culture if the reward structure is focused on individual performance. They hear the words but not the action to back them up.

You won't achieve lasting transformation if all four levers are not in play.

By addressing all levers, mindsets, abilities, structures, and systems, only can organisations create and sustain a thriving work environment that supports growth and success.?

My unique CRPIT framework has been developed to overlay on top of these four levers to tackle systemic cultural challenges and foster a thriving culture aligned with your transformation vision. To learn more about how to apply this framework in your organisation and unlock its true potential, download my Culture Catalyst Guide today.

You must be intentional about the culture you create, ensuring it sets the company and all its people up for success.?

Warm regards,

Lily

Lily Woi - Organisational Culture Consultant and Executive Coach

By the way, have you signed up for the upcoming executive briefing I’m hosting on the 8th of September at 10 AM BST??

I’ll share how leaders can foster a greater sense of ownership in their employees and be accountable during change and transformation. If you're facing this challenge, sign up here.