3 Field-Tested Tips to Help Facilitate Corporate Culture Change

Facilitate Corporate Culture Change

Facilitate Corporate Culture Change
At some point, most leaders will be expected to facilitate corporate culture change to help move their people and their business strategies forward.  Corporate culture change is not always easy, but it is often important.  Typically, leaders are asked to change their workplace culture when:

  • Strategies shift
  • Leadership positions change
  • Mergers or acquisitions occur
  • Talent pressures increase
  • Growth expectations increase
  • Performance results unexpectedly drop

Why The Ability to Facilitate Corporate Culture Change is Important
According to the latest organizational alignment research, corporate culture accounts for 40% of the difference between high and low performing companies in terms of revenue, profitability, customer retention and employee engagement. After crafting a clear business strategy, savvy leaders know that culture is the most integral part of a company, one which can be accredited to its success or failure.

The Definition of Corporate Culture
We define culture as the unique combination of the attitudes, beliefs and values of the organization as a whole that dictates how and why work gets done.  Your company culture is symbolic of what the company stands for and its image among the people who are a part of it or come in contact with it.

This is why the ability to facilitate corporate culture change to create an aligned and purposeful corporate culture is of utmost importance to any organization, be it large or small. Culture is one of the many things that can separate a good organization from a mediocre one; an organization where people perform at their peak or an organization which people just can’t wait to quit.

3 Field-Tested Tips to Help Facilitate Corporate Culture Change
So, if you feel like your organization needs a performance tune up, then the following tips will help you facilitate corporate culture change to change for the better.

1.  Create an Aligned Culture
Assuming that your business strategy is clear enough to act (assess your level of strategic clarity now), a work culture should help to make it easier, not harder, to implement your strategy.  Aligned cultures ensure that the way work gets done accelerates both the people and business strategies for success.  Recent clients who have created an aligned and high performance culture have reported a:

  • 25% increase in productivity
  • 40% increase in performance
  • $100,000 increase in monthly profits
  • 400% increase in average revenue per person

Is your culture helping or hindering your strategy?

2.  Go Slow to Go Fast
Always remember that meaningful and lasting change takes time, commitment and consistency to spread its roots. Not everything will go according to plan.  Have the patience to actively listen, learn and adjust as you go.

Rushing matters and forcing your employees to adopt your way of thinking too quickly will only result in you losing out. Worse yet, it could lead to a loss of trust and decreased performance.  Actively involve your people early and often to win their hearts and minds.

3.  Increase Information Flow and Transparency
As a leader, it is your job to keep in touch with your team and to make sure that the path forward is clear, compelling and achievable. Not surprisingly, information flow and transparency ranked as one of the most potent ingredients in high performing organizations.   And employee communication consistently shows up in the Top 10 Employee Engagement Drivers in our annual employee engagement research.

The Bottom Line
Your job as a leader is to create the environment for your people to perform at their peak.  Are you creating a high performance culture to motivate your people and accelerate your business strategy?  Or is your culture in the way?

To learn more about how to facilitate corporate culture change, download Changing Corporate Culture: 4 Do’s and 3 Don’ts

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Director Human Resources

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Intuit

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Hyperion

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Learning & Development

ebay

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HR Manager

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Director, Team Development

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