The Challenge of How to Actively Involve Employees in Culture Change
It would be so easy to achieve corporate culture change if all it took was a top-down mandate. Executives could simply dictate the way they want things done. Unfortunately for many leaders, mandates from above work in very few corporate environments these days.
But culture is about a lot more than HOW to get the job done. Beyond HOW people work, company culture includes the way people think and behave and all the known and unspoken values and assumptions that drive key business practices and behaviors. In other words, there is a big part of workplace culture that involves the hearts and minds of employees that cannot be controlled simply by exerting executive authority.
Actively Involve Employees in Corporate Culture Change
To achieve true corporate culture change, employees need to be actively involved in the process. They need to understand why culture change is needed, buy into how change will improve their circumstances, and actively participate in the effort to transform the everyday behaviors, habits and mindset that support a shift in the corporate culture.
Recent research by Bain found that the active engagement of stakeholders during the strategy design phase has the highest correlation to strategies being successfully implemented. We know that the same is true with culture change.
The question is: how can an organization galvanize their employees to effectively participate in and promote culture change? We believe that it is all about actively involving them in as much as possible.
Employees as Culture Change Agents
The most effective and efficient way to accomplish culture change is to actively involve employees in corporate culture change. You need to influence them to become culture change agents.
Today’s employees want to be engaged in a meaningful enterprise. Express your company’s reason for being in a way that employees will sign up for in both mind and heart.
Ensure that employees can carve out a critical role in the culture transformation and that their actions can help to drive the overall success of the initiative in way that works for them, their team, and the company as whole.
Then, recognize these simple actions as the beginnings of a movement – small demonstrations of progress toward outcomes the organization cares about.
The Bottom Line
Don’t be fooled into thinking that your executive power and authority are all that’s needed to effect corporate culture change. You need the active, committed involvement of your work force to succeed.
To learn more, download Do You have a High Performance Organizational Culture to Drive Your Strategy?
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