Culture Matters: A Journey to Organisational Success
What is culture? Why is culture so important? These are questions I frequently explore in chats with senior leaders in SME’s and start-ups. At its most basic meaning, culture is the set of values, beliefs and behaviours that define how things are done within an organisation. It’s like the secret source for team and organisational success.
The phenomenon of culture has undergone a significant shift over the past decade, moving beyond a focus solely on employee engagement. Although engagement can indicate employee satisfaction, it may not fully encapsulate a company's identity or the unique qualities that sets it apart from competitors.
Employees, once dictated by managers, now demand a respectful environment where they can bring their authentic selves to work. The changing landscape of work demands a deeper understanding and appreciation of what culture truly entails.
Embarking on a cultural change requires buy-in and commitment from the top otherwise it will not work. If everyone is committed and aligned, organisations will have a good chance of creating a positive and constructive culture. Here are 3 things senior leaders can do to commence this journey.
Understanding Culture
Prioritising culture is a great start for organisations but true success comes with a deep understanding of its intricacies. Many senior leaders, including those in HR, often commit to drive cultural change but inadvertently fall into the pitfall of superficial actions based on surface level engagement survey results. The key challenge lies in comprehending the multifaceted nature of culture and addressing its underlying causes, steering clear of conventional approaches that offer minimal impact.
Investment in Culture
Cultivating a constructive culture requires a genuine investment of time, money and energy. Merely completing a list with actions derived from an engagement survey won't cut it. Genuine commitment involves a readiness to allocate resources and exemplify the desired cultural behaviours.
Leading by Example for Cultural Change
Achieving cultural change demands continuous, repetitive communication and demonstration. Senior leaders play a crucial role in leading by example, exhibiting behaviours in line with the desired future state. Merely assigning survey based actions to leaders not fully committed or actively engaged in daily operations sends the wrong signal, indicating a lack of genuine interest in employee feedback. The visible and unwavering commitment of leaders remains a key success factor in cultural transformation.
Ready to transform your organisation's success through a constructive culture?
Contact us now to take the step toward building a thriving workplace and unlock the secrets of successful organisational culture.