ORGANIZATIONAL CULTURAL CHANGE MODERN SOCIETIES.pptx

This is a note to describe how to carry out changes in the culture of organizations. It involves 5 steps which are as follows:
1. Start with purpose, mission and values
2. Evaluate existing culture
3. Align leadership and communication
4. Engage employees
5. Measure and plan for future initiatives.

1. Tools for Creating Change 1

2. O-Cultural change What Is Cultural Change in an Organization? Cultural change occurs  when an organization sets out to align the internal culture to its vision and core values . This process, also referred to as cultural transformation, helps the business to achieve new objectives. 2

3. O-Cultural change Cultural change occurs when an organization sets out to align the internal culture to its vision and core values. This process, also referred to as cultural transformation, helps the business to achieve new objectives. 3

4. O-Cultural change An organization’s culture, or the beliefs and behaviors that influence how people act within that organization, plays a major role in a company’s success or failure. As such, more and more businesses are paying attention to the impact of their culture. This provides a unique leadership opportunity for HR professionals to determine how to implement organizational culture change. 4

5. O-Cultural change Company culture is something that is felt more than measured. In essence, an organization’s culture is the shared perception of “how things are done”. This perception may or may not match stated policy, values, or mandates. Good HR Depts have a pulse on how employees are feeling and can therefore be on the front line for managing and influencing culture. 5

6. O-Cultural change However, as businesses that struggle with their culture will tell you, organizational cultural management can be challenging. And it can be especially difficult when there’s the need for a change. In part, this is because an organization’s culture encompasses several components that intertwine and impact each other: values, goals, roles, processes, communications, practices, and attitudes. 6

7. O-Cultural change Changing organizational culture is a large-scale undertaking that takes careful strategy and planning. It holds the unique requirement of both starting at the top and also being an organization-wide process. But first, you must determine when a cultural change is necessary. Then you can decide how to influence culture change. 7

8. Cultural change We recommend routinely taking these five steps to improve organizational culture: Start with purpose, mission and values. ... Evaluate existing culture. ... Align leadership and communication. ... Engage employees. ... Measure and plan for future initiatives. 8

9. 1. Start with purpose, mission and values A company should align its organizational culture with its  values and purpose or mission . Purpose, mission and values create a powerful framework for nurturing a culture that supports both the business and its employees. Building a purpose-driven organizational culture starts with reflection. Companies must recommit to or shift purpose and values in a way that better aligns with employee expectations and the company’s reason for being.  9

10. 1. Start with purpose, mission and values As an example, let’s consider a health care technology company with a mission to make health care more accessible to rural communities through innovative consumer products. The culture at this organization must inspire creativity and empower employees to take risks without fear of negative consequences. 10

11. 1. Start with purpose, mission and values An organization’s purpose must be well-understood and communicated. This clarity is essential to strong organizational culture because it helps employees understand how their day-to-day work supports a larger, more meaningful contribution to society.  11

12. 1. Start with purpose, mission and values It also helps organizations:  Attract employees who believe in the company’s purpose or mission Engage and motivate employees Differentiate themselves from competitors Provide clarity on employee expectations 12

13. 2. Evaluate existing culture Companies need to understand their strengths and weaknesses to identify areas for organizational culture improvement. There are a  variety of ways to evaluate the current culture , including: Evaluating cross-functional metrics  like absenteeism, PTO and sick time usage, realization reporting, and recruitment and retention metrics. Learning how to read these numbers can help organizations identify issues often caused by unhealthy corporate culture. These issues could include burn-out, low employee engagement, decreasing tenure length and difficulty filling open positions.  13

14. 2. Evaluate existing culture Surveying employees.  Organizations can better understand how employees are feeling and where they need to support them by listening. There are a variety of survey methods companies can use like engagement studies, pulse surveys and  eNPS ® . 14

15. 2. Evaluate existing culture Looking at external indicators . Employee review sites like Glassdoor and Indeed give former and current employees a platform to share honest feedback about organizations. These can be powerful sources of information that uncover insights about business culture that employee reviews or exit interviews didn’t reveal. 15

16. 3. Align leadership and communication A strong organizational culture calls for accessible, authentic, open and transparent leaders who have strong communication and listening skills. Employees want accessible and authentic leadership that asks for their feedback  and  considers it when making business decisions. An honest back-and-forth dialogue between leaders and employees is crucial to defining workplace culture because it builds a foundation of trust and contributes to strong working relationships. 16

17. 3. Align leadership and communication Two-way communication between employees and leadership encourages connection and engagement. Employees feel trusted when they’re asked to contribute, and they’re more likely to participate when they experience that leadership listens. Engaged employees are more invested in the organization’s success and are inspired to do their part. 17

18. 3. Align leadership and communication Organizations that effectively leverage two-way communication channels create a feedback loop between employees and leadership, which enhances the employee experience and improves organizational culture. 18

19. 4. Engage employees Companies play a significant role in shaping organizational culture, but employees are ultimately responsible for bringing the culture to life. Engaging employees in improving organizational culture increases the likelihood of successful culture-shaping initiatives. Their involvement increases their willingness to participate with openness and positivity. 19

20. 4. Engage employees Managers and leaders should recognize and reward employees who embody the key elements of the organizational culture. This reinforcement helps the culture grow organically from within as employees shift their behavior to meet what’s being modeled, rewarded and recognized. 20

21. 4. Engage employees Involving employees in culture planning also helps leaders see the changes that are needed from an employee perspective. It uncovers gaps between promises made and the everyday experience. 21

22. 5. Measure and plan for future initiatives Ongoing measurement and benchmarking are essential for nurturing healthy organizational culture over time. Companies should continue to use the assessment methods outlined in step three to keep tabs on the health of the organization’s culture and identify opportunities for improvement.  22

23. 5. Measure and plan for future initiatives An organization’s culture evolves continually as employees and the marketplace change. Culture work doesn’t end when one initiative is complete. Organizational culture is built and nurtured over time, with purpose, mission and values always at the center. 23

24. 5. Measure and plan for future initiatives Culture initiatives are significant and complex. Companies that make them a priority and take steps to improve organizational culture will reap the rewards of healthy organizational culture. 24

25. Thanks 25