Times change, technologies develop, and working habits evolve. Unfortunately, sometimes companies don’t adapt to this change in an optimum manner, and consequently, miss out on huge profits. Here are our top tips to ensure that your business does not become one of these companies, but rather, effectively uses culture change to grow your business.
Own The Change
Successful implementation of culture change within organisations can be incredibly difficult. In order to develop this change into improved long-term results, every team involved in its implementation has to believe that the change will benefit the organisation in the long-run and be fully committed to seeing it through. This commitment begins at the top of the organisation. Senior managers have to fully support and exemplify the change.
For example, if a business adopts new flexible hours to boost staff productivity, but senior managers get to their desks for 7.30 am each day, then ambitious employees will feel a reluctance in adopting more flexible hours, as in doing so, they may be perceived as less professional than those who are currently occupying posts to which these younger employees hope to be promoted. The effectiveness of the change’s implementation will, therefore, be significantly reduced. However, if senior leadership works from home during these times, and arrives at the office circa 10 am, then their entire staff will be encouraged to take a different approach to work hours.
Fully Consult Staff Before Implementing Culture Change
Nothing feels worse as an employee than coming into the office one day and suddenly finding that everything has changed, nobody told you, and you are now expected to adjust to a completely new style of working or else have to look for employment elsewhere. If a culture change is carried out too hastily, the businesses can unwittingly make staff feel devalued.
However, if any move towards culture change is preceded by a thorough, open and transparent consultation period including all staff, then everyone will feel as though they have been given a say in how the company moves forward. The change is then likely to be carried out more successful because staff actively wanted it and chose it themselves, rather than having a change they didn’t want to see, forced on them by the powers that be at incredibly short notice.
Every Layer Of Your Organisation Should Participate In The Change
Culture change can only be effective if everyone in the company embraces it. If different teams across your business embrace hugely different office cultures, how are your employees supposed to know which values HQ expects them to adopt? Senior leaders should champion a new culture and actively work to roll-out required changes across the whole of the business at the same time so that no employee can be under any doubt about how these changes will be implemented or their role in this implementation.
Likewise, any new practice areas created as part of the organisation, or any business with which it is merging, should also share the same culture and values as HQ.
The key to getting a culture change right is to ensure that the values of the employees who have to work in the environment created by the change are embodied in your new company culture. This may involve tweaking aspects of the change to suit different offices and different time zones. Only by involving the whole of the business in adaptations for the future, will you enable the whole of the business to move forward as one and grow.