8 Steps to Change a Company’s Culture
An organisation that has a positive culture provides its leaders, staff and customers with a sense of belonging and trust embedded in a common purpose.
The journey to organisational culture change begins and ends with your people. For everyone to truly believe in that journey, they need to be able to visualise the beginning (where we are now), the middle (what we need to do) and the end (what success looks like).
Culturev8te’s 8 Step programme achieves Belonging, Trust and Purpose within a company’s culture by engaging with the following critical areas:
8 Steps to Culture Change: What to Expect
We work closely with a business to complete each step in order, involving people across the company. This involvement is crucial to achieving ownership and encouraging visible support.
Vision & Values
Senior leadership agree on a long term Vision of either 12 months, 2 or 5 years. It should start with your purpose statement and conclude with the end goal.
Workshop sessions are recommended to truly embed Values with the workforce – this helps ensure they are genuine and linked to your Vision, and that people will connect with them.
A Strategy is formed around 4 top level objectives that focus on your existing strengths in order to reach the established Vision. They are simple, specific and measurable.
At this stage the next tiers of management will begin to feedback and help with development.
A harsh, honest reality check of the business Structure, including all roles and responsibilities. Is it the right Structure to deliver the Vision?
Are the right people in the right place to carry out the Strategy? Do you have the right abilities or are there gaps that need to be filled?
With the right Structure in place, are your people equipped with the Leadership skills needed to deliver? Here some simple tools will ensure everyone is involved and engaged and your leaders are owning the expected behaviour of their team.
Often culture initiatives fail because leaders have become complacent, or are not confident enough to challenge individuals. This step helps Leadership to be proactive.
With a Vision, Strategy and Structure all in place and guided by Effective Leadership, the next step in the journey is to ensure everyone ‘gets it’.
Involving, not dictating, is key: from planning to projects and individual improvement in the areas they know best. People want to make a difference and this stage motivates and supports this mindset.
Can you understand the needs of your customers, and is your business prepared to meet this demand? Do your call centres close when most people finish work, or your logistics operations begin when congestion is at its peak?
At this stage we identify bottlenecks, match resource to demand and examine granular details like terms and conditions.
Teamwork, Collaboration & Effective Communication
There will always be people unhappy with change, disengaged with the company or struggling to be positive. Here we allow the dust to settle and the team building to begin, encouraging opportunities to visit or collaborate with other areas of the business to challenge silo mentality.
Rewards and praise for individuals or team successes are linked naturally to the overall goals.
Organisational culture change must be meaningful and lasting. The failure to review a Vision or Strategy annually, or to continue to link ongoing work to the Values or other driving forces will create the impression of the process being a fad and lead to widespread dissatisfaction.
This step introduces a process to keep the momentum going and keep your company’s culture alive.