Addressing culture change and overcoming resistance to change can be daunting. Companies fail to sustain if they don’t evaluate the change on time.
Timely supervision often demands every internal stakeholder to fine-tune the acceptable cultural policies.
Overlooking the same requests can open the gates for a toxic culture that is even more difficult to eliminate without consequences. Thus, a culture encompassing different elements like goals, values, mission, dedication, work hours, work style, etc., must often be valued.
These evaluations make way for changes without resistance for the betterment of every employee: new, existing, remote, or in-house. So, learn how to incorporate essential company change in the workplace below.
8 Ways To Successfully Manage And Bring Better Culture Change In Your Workplace:
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Encourage employees to brainstorm and come up with ideas.
One of the finest work culture examples is this one. When employees grow habitual of ideas and brainstorming, executing the same won’t cause resistance. Rather, they look forward to changes initiated by them.
Ideas and suggestions coming from employees often must have more attention. As a company culture is for/by/with the people. Bringing cultural change would be impossible without giving importance to what your people need or expect.
So, encourage their habit of brainstorming often.
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Use an employee engagement tool for regular collaborations.
Employees need to work on new projects and collaborations regularly. Only then do they become habitual to rapidly changing environments and settings. They must adhere to the rules of working in teams that can be changed on any day.
One day they will work with two members; the other day, their teams could increase to 5-10 members. That is possible with a robust and user-friendly employee engagement tool. There, they connect to deliver different and difficult projects on time.
Using that tool, they actively learn soft skills to communicate purposefully with every team member. Be it someone lazy, unproductive, or someone who’s an over-achiever. With time on the employee collaboration tool or software, employees learn to strike a required balance in teams.
This temperament should be present when you introduce any relevant cultural change.
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Help employees by solving complex issues in setting their goals.
Changing organisational culture needs employees with less resistance. They need to be leaders of their goals and should love to break barriers (mental or physical). This happens when you encourage your teams or subordinates to set difficult monthly goals.
Doing so, their mental capabilities increase. They look forward to growing their calibre at every point whenever possible. With this attitude, welcoming new cultural change is more effective and impactful.
When employees can achieve complex business goals every month, their mental resistance is slowing down. In other words, they are already becoming habitual to growth-oriented company culture.
When this behaviour commences, it’s feasible to opt for purpose changes with a positive and constructive mindset.
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Ensure that your teams believe in breaking records and love setting more goals.
Such work culture examples are close-related to the previous point. Your employees must first become self-reliant, self-aware, and resilient when working in your teams. With those traits, they can be responsible for achieving their mandatory goals every month.
After that, you should encourage them to break records. Show them the incentives and benefits of breaking records. Their mindsets are sharpened when they get the right compensation for breaking records.
Such employees would want to bring vast, more impactful and greater cultural changes to the firm. They can soon become loyalists, over-achievers, and brand ambassadors with such a mindset.
You won’t even have to explain to them “what is cultural change.” These employees automatically start thriving more with new changes after they become masters of their skill sets.
But you have to consistently nurture them and their talents to hone their growth-oriented mindset at the workplace.
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Follow open and honest communication when it comes to change.
Without open communication, it’s impossible to bring necessary changes to the firm. Use the social intranet like uKnowva to boost open and honest communication channels and processes.
Employees can immediately show a positive and negative attitude towards a change. But that should be taken into consideration without indulging in office politics.
If employees dislike any change in the policy, there has to be a reason. And being open about it on the intranet is a positive sign in itself for the engagement, involvement, and honesty levels.
At least your employees are not hiding away. They talk honestly about the changes on the network. This means you can bring a better cultural change next time. Such honesty saves costs borne by the management to bring relevant changes to catch up with the trends.
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Conduct regular polls and surveys to bring new changes on time.
Let your employees participate in the polls and surveys. Not every poll or survey might relate to changing organisational culture. However, this practice is needed to make your employees more involved in important management decisions.
When management looks after the poll results and announces the same in front of teams, there is a greater impact. Everyone then knows that even CHROs or the senior management are overviewing their votes or voices.
Next time, employees will be more careful, serious, and open about these votes. The impact is tenfold when you allow employees to conduct polls between themselves or their teams.
It helps them create a better, robust, or more dependable bond with each other. With that trust level, bringing cultural change is accepted, often with less resistance.
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Reward employees in front of teams for suggesting a change that worked.
Work culture examples are for people and by them. You have to let them know their ideas worked for bringing new advancements to the firm. Their self-esteem, self-confidence, and self-worth improve beyond expectations when senior management rewards them for workable ideas.
The entire organisation can witness this experience to get more charged up individually. They then work harder and smarter to bring more relevant and idealistic suggestions.
That’s one smart way to automate the culture change to elevate the workplace environment experience to the next level. Employees will themselves become the drivers of change, creating more value in the long run.
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Deploy the right tools from the start to ease the effects of culture change.
Every corporate culture change needs the right tools. That includes smart HR software solutions for automating everyday business operations. But it’s just one example.
HR leaders must be proactive in deploying new and relevant tools to their staff. Without these tools, incorporating and executing new policy changes might be difficult.
So, employees would not be blamed as they do not have the provision to execute and monitor the required change.
To avoid this mishap, HR leaders must first think about what needs to be changed in the process of the change.
Conclusion:
Welcome culture change in your firm with the steps mentioned above. These are universal, upgraded, and most applicable to today’s and tomorrow’s workforce. Follow these steps to bring and manage the essential changes in your company.
These steps increase each staff member’s contribution aligned with the value they create and remain employable for more time.
