The culture in a workplace is the beliefs and behaviors that guide how people act within
an organization. Its importance of propelling a company to success can’t be overemphasized for organizations seeking to become adept and more innovative. However, sustaining the long-term adjustments that come with culture change is the most challenging part of the reformation. Companies found lacking in placing measures of significance on their internal culture, and allowing complacency to grow and spread, are bound to struggle amidst multiple difficulties. Don’t be discouraged, though; there are several ways to dissolve this challenge. Read on to find out.
1. Evaluate your existing culture
Evaluating your existing culture should always be the first step to managing cultural change.
This discovery will help you determine how much and in what areas change is required. Besides, you’ll understand the desired outcomes and create a workable path to achieve those outcomes. Notwithstanding, you have to consider your business strategy and how the change will reflect across the business.
2. Engage your employees Your employees constitute your culture, and neglecting them in the process will only create more space in the “not so close” relationship. To help your engagement, ensure you’re transparent and genuine. Those involved must realize the need for the change and the desired outcomes. Trying to enact new company values without explaining why will be fighting a lost battle.
3. Follow up consistently
Most employees will support and follow the new changes, but what if you encounter someone who doesn’t? Thus, you need to follow up consistently on your employees or anyone involved once you’ve implemented the changes. While being lenient to foster a better relationship, do not lower your standards to accommodate anything if you don’t want your employees taking the new policy for a joke.
4. Recognize Desired Behaviors
Recognizing stellar performers enhances role models for others to emulate. People love to be recognized and perhaps rewarded for a job well done. It gives them a sense of accomplishment and propels them to do more. When people have meaningful work that contributes value to themselves and the organization, they’ll work harder to be recognized.
5. Be Patient
To cap it all, Rome wasn’t built in a day, so don’t expect a change overnight. Embracing a new culture is a process, and you must first acknowledge this to create a significantly lasting change. People will usually be resistant, and you’ll have to tolerate a slight bounce-back at first, but that shouldn’t be a problem since it’s time-bound. With all other things in place, they’ll come around in time.
Conclusion Undoubtedly, you’ll face numerous challenges (like resistance or lack of motivation to change); either you’re set out to implement new culture or find it challenging to maintain the existing ones. But the good news is you can dissolve any of these challenges with the solutions provided in this article. So jump on them and get to work. Good luck!
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