Yesterday, we gave you a few tips on how often you should assess your company culture. Today, we’re going to finish our two-part post and talk about how to change your company culture for the better.
Here are a few important things to do when trying to change your company culture:
One very important thing when it comes to successfully changing your company culture is honesty. Be honest with yourself: is your company culture getting in the way of your organization’s goals or mission?
Consider every angle and never oversimplify the problems in front of you–sugarcoating won’t get you anywhere. Rather, show your employees that this change is for the better by rewarding those who are willing to help you change. And, for those struggling with the change, it might be a good time for them to re-think their place in the company.
The blunt truth can go a long way when it comes to making big changes. Just take a look at Stephen Edwards’–CEO of the fast food chain Così–approach when it came to turning his company around. His method? Brutal honesty.
Start from the top.
Assess what kind of culture you want your company to have, and show your employees how to go about working towards those goals. Whether you’re the CEO or a basic team leader, you need to set the standards for your employees–not the other way around.
Show that you are authentic by putting yourself out there, implementing the change yourself.
Above all, communicate.
As we’ve mentioned before, communication is absolutely critical. If you’re not doing your part to communicate how you want your company culture to change, then chances are that your changes will fall flat. So show your employees that you’re serious.
We’ve already mentioned rewarding your employees for making an effort. Here are some other things to consider:
- Ask them what they think. This is one is easy. Ask them what works and what doesn’t. How do they see these changes affecting them? Good or bad? Your employees’ opinions are important.
- Ask them often. Don’t wait for annual reviews before you see if things begin to change. As we mentioned in our last post, some would even argue for reviews every six months.
- Rank your priorities. Make sure that everyone is on the same page by giving them a list of what is most important to you and what changes you really want to see, and let them know why they rank this way.
Changing your company culture can be a long and arduous process, especially if you haven’t had a good change or assessment in a while. But company culture is an absolutely critical element of any successful organization, so if you need to make any changes, now is as good of a time as ever.