Many factors can motivate cultural change in the workplace. It is necessary to be at the forefront of possible internal problems, therefore, such as oppressive management, harassment and bullying, among others, so that the environment is more productive, harmonious and with a high level of collective satisfaction.
Manage cultural change in the workplace it can be a daunting task, as this type of change presents a wide range of challenges to be faced and overcome.
It is important, then, to know how to identify which are these challenges and obstacles that may come along the way.
Therefore, we invite you to continue with this reading and learn how to manage cultural change in the workplace. Check out!
The importance of company culture
The importance of promote a big company culture it cannot be overemphasized. Companies that fail to place any measure of importance in their internal culture, or that allow the internal toxicity grow and spread, they are bound to experience a myriad of difficulties.
As a result, harassment, intimidation, violations of employees' rights and other abuses flow from a toxic environment – and which costs employers millions in lawsuits.
What is worse is that many of these processes could have been avoided if the need for cultural change in the workplace had been resolved in advance.
Fortunately, the company's toxic culture is usually visible early on, and if the behaviors and attitudes associated with it are contained in a timely manner, you can avoid many problems in the future.
As an employer or HR professional, it is your responsibility to address these toxic behaviors.
Motivation for change in organizations
Many circumstances can lead organizations to recognize the need for a cultural change in the workplace.
Perhaps your organization has recently experienced significant growth, changes in leadership or wondered why many of your good employees are looking for careers elsewhere.
These signs (among others) indicate that, perhaps, it is time to reshape the internal culture. And, below, here are some of the reasons why companies need to make a cultural change in the workplace!
A great motivation for manage cultural change in the workplaceo is having employees in trouble.
After all, by allowing some troubled employees to maintain their bad habits, the company sets precedents for these attitudes to encourage bad behavior collectively.
Thus, investing in culture change can infect behavior proactive, optimistic and resolute.
As companies grow, it is perceived the need for change.
For example: Flexible working hours may work for smaller companies, but as they grow, more structure and procedures may be needed to help ensure process reliability.
In addition, when companies grow, there is less visibility of the CEO, which reduces their direct impact on the company's culture.
Consequently, the company's growth can lead to the development of subcultures and more opportunities for toxic culture infect unnoticed among a small number of employees.
However, there are also positive aspects to this, as a growing company brings new people with different perspectives.
Employees resign occasionally, but excessive turnover – with no apparent explanation – may require the HR industry and leaders to examine the company's culture to find the root of the problem.
And it is no longer a secret that if a company wants to retain its best and brightest, it needs to deliver a good employee experience.
The benefits of investing in managing culture in the workplace
When the above problems are overcome, your company benefits greatly from working with culture in a purposeful way on a daily basis, such as:
Establish a company culture strong and successful it is vital to the long-term success of any organization. But it is important to assess the challenges of this endeavor – as we will see below!
Challenges for managing cultural change in the workplace
O HR and company leadership may face some challenges after diagnosing the need to transform and implement the internal culture. Some of them you can see below:
- resistance to change, since people, in general, tend to resist changes in the workplace;
- lack of motivationand it is difficult to recover employee productivity and engagement. Hence, the importance of being able to align the company's culture with the profile of its staff;
- lack of leadership, because change is everyone's responsibility, not just the HR department, and it is important for people to be in charge of this change in attitude and behavior;
- limited potential, interfering in the search for change. Added to that is the stagnation and stability, of some, that interfere in the growth and transformation of the company.
Let's see, then, how to prevent these issues from becoming a problem for you. manage cultural change in the workplace!
Managing cultural change in the workplace
The challenges of manage cultural change in the workplace they can be scary, but there are solutions that make it easier to help you maintain your sanity!
Make employees want to participate in the creation of the company's culture. When it comes to cultural change, the collaboration is key.
This is because your employees make up the internal culture, and failing to include them in the process creates only more voltage in the relationship – already distant, many times.
Culture is not a one-sided process, it is made up of everyone in the organization. So listen and apply the feedback and ideas that your employees give.
To help ensure collaboration, be transparent and authentic from the start. You must also understand the feelings of employees, conducting individual and group meetings, where you can discuss openly concerns and overcome barriers.
Don't let problems build up
After new policies or rules are in place, comply with them from day one. Do not let previous problems remain or evolve into other situations.
It is important that you make a consistent follow-up of these changes, being the differential for any management team. And if you come across an employee acting contrary to the company's new culture, take immediate action and make it clear that this will not be tolerated.
If you start to let things happen, here and there, employees will not take new changes or policies seriously.
Invest in good communication
Do not rely on a single email to inform you of the changes in the workplace. Instead, plan a meeting – or several – before making any changes.
This helps to obtain the contribution and commitment of the employees. After all, your company has planned scheduled changes and communicated the entire process to your employees so that no one is caught off guard.
Communicating with your team about what values they consider important, the changes you are planning – and how to implement them – rreduce resistance to change.
Make gradual changes
Manage culture change in the workplaceo it must be a gradual process. So, instead of a quick succession of messages or meetings, give employees time to adapt to the ideas.
It may take weeks or even months to make the desired changes, but it will be easier for everyone involved. After all, adjusting to a new work environment and culture it's difficult.
Therefore, introduce changes slowly, this will give your team members plenty of time to adapt and adapt comfortably to the new culture.
Focus on joy and satisfaction in the workplace
Change of any kind is difficult. Even so, focusing on the joy of employees can be a more effective alternative to implement them and contribute to a healthy and collaborative environment.
Sometimes, simple solutions, such as investing in a breakfast for professionals, help maintain satisfaction, which allows for a closer alignment of the entire culture with employees.
Caring for the maintenance of the company's culture
Now that we've seen how to implement and maintain the internal culture, below we have separated some final tips for you manage cultural change in the workplace:
- define values and expectations during job interviews in order to hire people with more affinity to your culture;
- ensure that employees have a great experience during the first few days of work and feel connected to your brand;
- provide training to define employees for success;
- reward those who do well;
- communicate efficiently and transparently;
- facilitate the work of employees;
- make sure that managers are leaders. Leaders inspire and focus on people.
Manage culture change in the workplace is a challenge, but by following these tips, you will be on the right track to create a corporate culture focused on success. But take the time to tell us how your company already deals with this situation in the comments field of this post!