During my decades of experience in the software industry, I’ve seen many businesses set out to change the culture in their workplaces, and more often than not, the difficulty is in the implementation, not the intention.
Employees need to trust their leaders, particularly during times of cultural change in the business, and demonstrating commitment by actively participating in changes—rather than management by memo—is essential. Being present allows you to establish the desired tone swiftly. It also makes it easier to identify resistance – there is almost always a Garth (from the movie Wayne’s World) who fears change. Addressing concerns and explaining the rationale behind changes before negativity takes hold can significantly ease transitions.
Colleague appreciation
I also highly recommend ensuring that each team member has a basic understanding of their colleagues’ roles. For example, a supermarket delivery driver who appreciates the pressures of selecting a shopper’s order can more easily appease a customer unhappy with substitutions, and the person picking products could gain useful insights by understanding the reasoning behind the way shelves are stacked. Gaining a broader perspective is always beneficial, especially during a period of cultural change.
Although this process might temporarily disrupt productivity, the short-term inconvenience is usually outweighed by the long-term benefits of improved empathy, communication, and efficiency across the organisation.
Training
One of the most effective ways to achieve successful cultural changes in a business is to equip your team with the necessary skills and behaviours for the new culture. But remember, training is not you delivering a Ted Talk lite; be hands-on and available to demonstrate how to approach fresh challenges or to solve new problems that might come along.
Training can help demystify the new culture you’re trying to create, empowering your team to take the business even further than initially envisioned.
Hiring and firing
Eliminating negative influences from the workplace is important for maintaining a smooth operation. Obviously, this must be done fairly, sympathetically and in accordance with appropriate protocols, but team players are crucial when you’re aiming to transform a team’s culture as part of a larger turnaround effort.
People who don’t fit with the business you are building will need to be replaced, but sometimes you need new blood anyway. Strategic hiring can significantly accelerate the transformation of your business, while poor hiring decisions can set you back. Take your time with the recruitment process. There are recruitment specialists who can help you avoid hiring missteps which can lead to wasted time and resources.
To sum up: lead from the front, encourage broader appreciation of colleagues’ work, invest in training, and hire and fire wisely.
