Many organisations have come to the realisation that post GFC the initiatives they have put in place have not had the desired impact.
In many instances it is because the culture is not right. In reflecting on your current culture and ways to shift it consider the following:
1. Culture Assessment
Climate and engagement surveys are useful but they are NOT culture surveys.
Engagement is an outcome of culture and climate contributes to culture. If you are intending to assess culture it is important to consider a true culture assessment.
Understand the stories that are spoken about within your organisation.
Positive stories are great but negative stories can become toxic and create cynicism and disengagement amongst team members.
4. Attitude Change
Address poor attitudes immediately. They are often left to play out and can have a catastrophic impact on culture. Attitudes are contagious both positive and negative. Create positive attitudes and watch it catch on.
7. The Vibe
Consider the energy or vibe in your workplace. Not all organisations require the same level of energy to ensure engagement and results so you should have an idea of what level of energy is required to motivate, inspire, excite and engage.
8. Readiness for Change
Understand the organisation's ability to respond to change initiatives. It is important to ensure initiatives are pitched at the right level for what the organisation has appetite for.
2. Strategic Planning
Strategic planning and culture go hand in hand. Too many strategic planning exercises feel like a process. They don't excite, motivate or create an environment for creativity and innovation.
Shake up strategic planning (including divisional and team levels) and don't underestimate the culture conversation as part of strategic planning.
5. Establish Your Vision
Don't underestimate the power of a vision. People are motivated when focusing on a point of time in the future.
6. Everybody Counts
You can't just assess culture by asking the leaders what they think. You will often nd their perceptions are consistent with the wider organisation but this does not engender trust and inclusiveness. It is important to obtain feedback from a representative cross-section of the organisation.
9. Reward & Recognition
Rewarding and recognising the right attitudes and behaviours as well as performance is critical to motivation and engagement. It is equally important to get the reward and recognition right. Often money and energy is wasted on reward and recognition initiatives that do not have the desired longer-term impact.
10. Are The Right People in the Right Place?
It sometimes seems too hard to change the structure of your organisation, but small changes can have a signicant impact on motivation and morale.