It’s no secret that only a relatively small percentage of businesses are able to successfully transform their culture. But what are these businesses doing differently? How do they make culture change stick, while the rest of us struggle to get a change programme off the ground?
More often than not, it comes down to employee support – one of the most powerful exchanges you can have. Businesses that successfully create culture change know that it’s about more than just mandating change. After all, you’re asking your workforce to change the habits of a lifetime. And while they might accept your plan, it’s unlikely that they’ll be the driving force behind it.
For widespread and enduring change, your employees need to be excited about it. And for that, you need a story they can get behind.
Here’s your three-step process for creating and articulating a story to galvanise your workforce, helping to drive real culture change.
Step 1: Define your purpose
This all starts with setting the scene and defining your purpose statement, striking at the heart of what you stand for as a business.
Relaying a clear, focused narrative about what your organisation represents, and why it exists, is a powerful tool for ensuring your employees buy into and contribute to culture change.
This is even more effective when you truly understand how your employees think and feel. Informing your culture programme with these insights will give your culture transformation programme more traction, enable lasting change.
Step two: Leverage all layers of your business
A change programme that solely relies on a top-down approach is likely to be viewed as coercive, and will only encourage suspicion, resistance or uncertainty.
Employees need a voice, and so a well-organised bottom-up strategy that allows for employee autonomy and empowerment is crucial for the whole process to work.