In the vast mosaic of organizational dynamics, culture stands out as a foundational piece. It defines how employees interact, make decisions, and view their roles within the company’s mission. For leadership, understanding the dynamics of culture is crucial, not just for the harmony of the workplace but also for the organization’s success. But how do you improve organizational culture? It is a fusion of what an organization creates and tolerates.
1. Creation: Setting the Tone
Leaders have a monumental role in shaping the culture of their organization. This shaping is not always done through grand gestures or official memos. It’s in the everyday actions, the values articulated in meetings, the stories that are celebrated, and the behaviors that are encouraged.
Vision and Values:
Every organization has its core values, but listing them on a website or office wall isn’t enough. They need to be embodied in everyday actions. For instance, if innovation is a value, leaders must create opportunities for employees to brainstorm, prototype, and take risks.
Communicating Vision and Values:
To improve organizational culture, the first step is ensuring everyone is aligned with the company’s vision and values. Effective communication of these pillars is crucial. Leaders should not just articulate these in formal documents or orientation sessions but should weave them into everyday interactions and discussions.
Town hall meetings, departmental huddles, and one-on-one check-ins can be platforms for reiterating these values. Moreover, leveraging visual aids, like infographics and posters, can serve as constant reminders throughout the workspace. For example, if a company values “Customer Centricity,” its leaders can share success stories during meetings of employees going above and beyond for clients.
Recognition and Rewards:
The behaviors that get rewarded and recognized get repeated. Individuals will be more inclined to work collectively if an organization celebrates team collaboration. Conversely, if cut-throat competition gets an employee ahead, that’s what the culture will reflect.
Highlighting behaviors that resonate with the company’s vision and values will improve organizational culture. When seeking to improve organizational culture, recognizing and rewarding these behaviors validates those actions and sets them as benchmarks for others.
For instance, if a company values “Team Collaboration,” a leader might recognize an employee who stays late to help a colleague meet a tight deadline. Alternatively, if “Innovation” is a cornerstone value, rewards could be given to employees who brainstorm and implement a new process that boosts efficiency.
Regularly spotlighting such behaviors, whether through monthly awards, shout-outs in company newsletters, or even simple verbal acknowledgments, can encourage a ripple effect throughout the organization.
2. Tolerance: The Unspoken Company Culture
No matter how well-defined an organization’s values might be, what truly improves culture is what’s tolerated. Unchecked behaviors, regardless of their alignment with stated values, create an undercurrent of accepted norms.
Accountability is Key:
When undesirable actions or attitudes go unchecked, it signals that these behaviors are acceptable, regardless of official policies or statements to the contrary. It’s not just about correcting negative behavior; it’s about fostering an environment where everyone feels responsible for upholding the organization’s values.
Silence is Compliance:
Not addressing issues because they seem minor or because addressing them might be uncomfortable only allows these issues to fester and grow. Over time, this can erode the very foundation of the intended culture, leading to a disconnect between the desired state and reality.
3. The Feedback Loop: Improve Company Culture
The best way to gauge the health of an organization’s culture is to listen to its people. Regular feedback, open forums, and other avenues for expression provide insights into employee’s experiences.
Pulse Checks:
Regular surveys and feedback mechanisms can show leaders how well the culture aligns with the organization’s vision.
Open Channels:
Having open channels for communication, where employees feel safe to express concerns or provide feedback, can preempt potential cultural pitfalls.
4. Finding the Culture Balance
While creation lays the groundwork for an organization’s culture, tolerance defines its boundaries. It’s a delicate balance, requiring leaders to be proactive in cultivating the desired culture and reactive in addressing deviations.
Consistent Reinforcement:
An organization’s culture should be an ongoing conversation. Regular training, discussions, and reflections on the company’s values can keep them front and center.
Addressing Discrepancies:
When there’s a disconnect between the culture an organization aims for and what it’s manifesting, leaders must address it head-on, understanding the root causes and making necessary adjustments.
In conclusion, culture is not static; it evolves with every action, decision, and interaction within an organization. By recognizing their role in creating and maintaining this culture, leaders can drive their organizations toward success, harmony, and growth. It’s a continuous journey of reflection and action, setting the tone and ensuring it resonates.
