Navigating Company Culture: Assessing, Identifying Issues, and Effecting Change

Company culture is the invisible force that shapes an organisation's values, behaviours, and overall work environment. A healthy company culture can propel a business to success, while a toxic one can stifle growth and hinder productivity. Recognising the importance of company culture, it's crucial for leaders to periodically assess it, identify issues, and take measures to address them effectively. This article explores the steps involved in this process, including who should lead the change and how to communicate it.

Assessing Your Company Culture

o?? Assessing your company culture is the crucial first step in understanding its current state and identifying areas that require improvement. Here's how to go about it:

o?? Employee Surveys: Anonymous employee surveys are an effective way to gauge how employees perceive the company culture. Ask questions about values, work environment, communication, and collaboration. These surveys should be conducted periodically to track changes over time.

o?? Leadership Assessment: Evaluate the behaviour and actions of your leadership team. Are they embodying the values and principles you want to see in your organisation? Do they set a positive example for employees?

o?? Observational Feedback: Pay attention to daily interactions and behaviours within your organisation. Look for signs of dysfunction, such as high turnover, low morale, or frequent conflicts.

Identifying the Issues

o?? Once you've collected data and feedback, it's time to identify the specific issues in your company culture. Common problems may include:

o?? Lack of Alignment: Misalignment between stated company values and actual behaviour.

o?? Poor Communication: Ineffective communication channels and breakdowns in information sharing.

o?? Lack of Inclusivity: A failure to embrace diversity and inclusion, resulting in a homogenous or exclusive culture.

o?? Resistance to Change: Employees may be resistant to new ideas or reluctant to adapt to evolving industry trends.

o?? Toxic Behaviour: Instances of bullying, harassment, or disrespectful conduct that undermine a healthy workplace.

Taking Measures to Address Issues

o?? Addressing cultural issues requires a systematic approach and a commitment to change. Here's how to initiate change effectively:

o?? Leadership Commitment: Leaders must be fully committed to addressing cultural issues and be willing to lead by example. They should embody the values they want to instil in the organisation.

o?? Define Desired Culture: Clearly articulate the values, behaviours, and attitudes you want to promote within your organisation. Create a vision of the desired culture.

o?? Develop a Strategy: Outline a comprehensive plan that includes specific actions, timelines, and responsible parties for each cultural improvement initiative.

o?? Training and Development: Provide training and development programs that align with the desired culture. This may include leadership training, diversity and inclusion workshops, and communication skills training.

o?? Accountability Measures: Implement mechanisms for holding employees accountable for their behaviour. This could involve performance evaluations that assess adherence to cultural values.

Changing Company Culture

o?? Changing company culture is a long-term endeavour that requires persistence and ongoing effort. It's a journey rather than a destination. Here's how it can be achieved:

o?? Leadership by Example: Leaders should consistently demonstrate the desired behaviours and values, serving as role models for employees.

o?? Employee Engagement: Involve employees in the process of change. Encourage their feedback, ideas, and suggestions to make them feel a sense of ownership in the cultural transformation.

o?? Continuous Feedback: Regularly collect feedback on the progress of culture change initiatives. Adjust your strategies as needed based on this feedback.

o?? Celebrate Successes: Recognise and celebrate achievements related to cultural change. Positive reinforcement can motivate employees to embrace the new culture.

o?? Patience and Persistence: Changing culture takes time, and setbacks are common. Be patient and persistent in your efforts, and do not be discouraged by initial resistance.

Communication

o?? Effective communication is essential throughout the process of changing company culture. Here's how to communicate cultural changes:

o?? Transparent Communication: Be transparent about the reasons for cultural change, the desired outcomes, and the steps being taken.

o?? Open Channels: Create open channels of communication where employees can ask questions, share concerns, and provide feedback.

o?? Regular Updates: Provide regular updates on the progress of cultural change initiatives. Highlight successes and address challenges.

o?? Two-way Communication: Encourage a two-way dialogue between leaders and employees. Listen actively to employees' thoughts and concerns.

Assessing, identifying, and addressing issues in your company culture is a complex but necessary endeavour for the long-term success and well-being of your organisation. By following a systematic approach, involving leadership, and maintaining effective communication, you can effect meaningful change and create a positive, healthy, and thriving company culture that benefits both employees and the organisation as a whole. Culture change is not a one-time event but an ongoing process that requires dedication and commitment.

Mark Geraghty

Partner

Exec Recruit Group Ltd

?

Email: [email protected]

Web: www.executiverecruitment.co.uk ???

LinkedIn: www.dhirubhai.net/company/executive-recruit ?

Twitter: www.twitter.com/Exec_Recruit