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Seven strategies for improving company culture
A young employee like me was moved to an office tower in the heart of San Francisco. Many of the other employees were also new to the workplace as well as to each other owing to recent organizational changes.
The marketing manager at work has enlisted my assistance in a few out-of-the-ordinary endeavors. To begin, I held a contest for the most hideous tie. Then, I made a puzzle out of everyone's answers to the question, "If you could be anybody, who would you be?" For days, people tried to piece together the identities of those involved. In the end, everyone's identities were revealed during a celebration (with prizes for those who had done the best guessing).
We also held the first ever casual Friday as a business policy, among other things (hey, this was 1987).
The significance of what was occurring for the growth of our company's culture was not lost on me at the time. Still, I didn't grasp its significance as well as I do now.
There are several ways in which a company's culture might affect its success or survival.
One thing to do is to realize its significance. Knowing what to do about it is an altogether different matter. In this piece, we'll go through some concrete steps you can take to put your company's culture front and center.
Seek aid
Regardless of your position in the company, you have the power to positively (or negatively, although why would you want to do that?) affect the company's culture. True, it may be less difficult if you hold a position of authority, but everyone of us has the potential to make a difference. But we can’t do it alone. Get individuals who share your interests and passions together to help you shape and improve your culture.
Achieve some kind of vision
Initiate a conversation on the team's present culture. Identify the strengths of the culture that need to be nurtured further. Find the rough spots in the culture and work on them openly. The next step is to visualize the kind of culture you want to establish by considering all aspects of the present one, both ugly and attractive.
Plan beforehand
You've assembled a group of individuals who share this value, and you've gained a more nuanced understanding as you've worked to shape a vision for the kind of culture you want to see in the future. Make sure the staff and the higher-ups in the company know that this isn't a temporary fix but rather a long-term strategy to create a more welcoming environment.
Arouse interest
Your cultural staff, most likely, will be quite enthusiastic about this. If they aren't already, you need to get the excitement going! Assist the group in understanding that not everyone in the company will share their enthusiasm for their efforts right now. Never forget that positive emotions spread quickly. Maintain high levels of energy and excitement among your team members. If they start to lose interest, simply remind them of the image they had originally.
Find a hero
It may be you, or it could be another member of the team. To cope with my situation, I adopted the persona of the "phun ghost." In other cases, a name isn't essential, but having a point person wanonymous or notn,is crucial. Like any other kind of change, a cultural shift has to be led by passionate advocates. The one who will be the new culture's advocate must be someone who is enthusiastic about the task. You might find a young, enthusiastic individual who would be excellent for this position, as I was, but please don't cast me. The most deserving heroes will naturally "choose" themselves.
The time has come to initiate action
Yes, I have provided a time-stamped list of the first five recommendations. But it doesn't mean you can't start making progress right now, when you complete this post. Some elements in your society need to change, and you probably know what they are. Possibly the first thing you should do is have lunch with a handful of potential team members. In other words, just get started.
Build up some steam
The more support there is for a change, the more likely it is to succeed. If you are not confident in your ability to rapidly organize your team, wait until tomorrow to do so. Don't expect this to be finished in the next couple of weeks. You can't expect one dramatic event to bring about the kind of lasting cultural shift you want. The reverse impact may also be possible. Do something now, but make a firm promise to yourself to keep going and develop momentum. You and your group will learn more and accomplish more than ever before.
I haven't suggested any particular forms of cultural participation. Why? As it is, I can't tell whether the changes you envision are positive or negative. In my instance, the goal was to promote more workplace companionship and levity. It's possible that you already possess this and are looking to improve your culture in a different manner. The best course of action will be determined by you and your group. We hope that using this checklist will allow you to determine such details for yourself.
These seven items are by no means a full list, but they are a terrific place to start. Plus, the next step is to just begin.
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