In previous blogs, I discussed the importance of core values and the process of identifying the 'WHY' (see related blogs below). As you reveal those values and your mission, you may wonder—how do I change my company's culture to reflect those values?
This blog post is all about how to foster a culture that is aligned with your values, reflects your why. Changing old habits and creating the desired culture is not easy, but is sure makes a huge difference in the energy level of your team, and your company performance.
A short recap
Many of the companies I worked with failed to understand the relationship between having a clear mission and values and their bottom line. As entrepreneurs, we believe that providing high-quality products should be sufficient for customers to reach out and buy from us. But the reality was different. Clients are drawn to buy from companies they feel connected with and aligned with their values. They have a sense of trust, high comfort, and a stronger connection to our brand. Customers tend to buy products that solve the problem they think they have, which might differ from the solution they need.
Crafting the right message and defining your values and mission is an important first step, but they must be followed by action.
Identify old Habits
Before you can hit that reset button, it helps to understand what’s not working. Take some time to chat with your team, gather feedback, and really get to the root of those old habits. Are people resistant to change? Is there a lack of communication? By pinpointing these issues, you can start crafting a game plan for a fresh start.
Get the help of your team.
To create a buy-in and full alignment, get your team to help!
Communicate the values and explain the company's mission. Ask each team to review each process critically—identify gaps and come up with ideas on how to change existing processes to better align with the values.
Coach the teams as they go through the process, provide insight, answer questions, and clarify any ambiguity. You will be surprised at how creative the team can get and how excited they will be to actually be part of crafting the way the company operates, taking pride in being part of the process.
These processes should include client interaction, internal processes, and guidelines.
When people feel empowered, they become invested in the change process. Encourage your team to take ownership of their roles and responsibilities. Give them the freedom to experiment, innovate, and bring their own flair to their work. When everyone feels like a decision-maker, they’re more likely to align with the company’s mission and values.
For example, if one of your core values is having fun at work, you may think of ways to conduct fun meetings, have fun hours, and allow employees to express their fun activities at the workplace.
You also need to get your marketing department to work and think of ways to express your mission and values in any communication, advertisement, or content the company publishes.
Lead by example
Words are powerful, but actions? They’re even more impactful. If you want to inspire change, it has to start from the top. Leadership needs to embody the values you’re trying to instill. Show your team what it looks like to embrace these new habits. Whether it’s adopting a growth mindset or emphasizing collaboration, being a living example can ignite change across the board.
Measure and celebrate
Changing habits is a long process, and persistence is important. It is hard to measure progress if there are no set goals and processes to monitor the progress. Add the progress review and integral part of your leadership meetings and, whenever necessary, make necessary adjustments. You can utilize tools such as employee engagement surveys, performance metrics, and feedback mechanisms to assess the effectiveness of their cultural transformation efforts.
Change doesn’t happen overnight, so it’s important to recognize and celebrate the progress along the way. Whether it’s a team member who goes above and beyond in embodying company values or a project that reflects the new culture, make a big deal out of it! Celebrating these moments reinforces the behaviors you want to see more of, and it keeps everyone motivated.
Be patient
Shifting a company culture is a marathon, not a sprint. There will be bumps along the road, but staying committed to your vision will help keep the momentum going. Keep checking in on progress, be flexible with your approach, and adjust as needed. Remember, every effort counts!
In the end, refreshing your company’s culture is about creating an environment where everyone can thrive together. It’s a journey that requires dedication, but the rewards of a motivated and values-driven team are absolutely worth it. So, roll up your sleeves and get started—your company culture transformation awaits!
Have you ever gone through a cultural shift in your workplace? I’d love to hear your experiences or tips in the comments below!
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