Evolve Company Culture DE
Why does it matter?
“Culture eats strategy for breakfast”
Peter Drucker
Company culture impacts business every day in the most crucial areas, as it articulates in the behaviours we live:
- Company´s ability to drive impact for their customers now, if culture and strategy / goals are not aligned
- Company´s ability to drive impact in the future, if the culture is resistant to adapt to future needs vs. relying on today´s success – including driving innovation
- Employee engagement and thus productivity
- Employee turnover and thus potential gaps in execution.
Actively shaping your company culture vs. passively watching culture grow, will make a huge difference to your business.
My services to building the desired culture
- Clarify the cultural values most crucial to drive success for your business and your customers
- design & facilitate a workshop / series of workshops with the leadership team and / or selected leaders across the company to identify the values by activating people´s input and aligning on typically max. 10 values
- Bring the values to live everyday – as agreement is reached on the values a next set of workshops would focus on:
- uncovering the behaviours that articulate how values are lived everyday (this may be differentiated different functions and roles)
- articulating what behaviours are not reflective of the values avoids misunderstanding and drives the right behaviours, hence suggested to be part of the conversation and following communication
- Finding a conclusion for the values most exemplary across.
- Measure adoption and impact – to ensure your culture is sustainably lived, it is recommended to defined and regularly measure a set of metrics:
- focused on adoption e.g. % of employees identifying with the culture, % of employees perceiving leadership role-models culture, % of employees stating culture is a reason for them to stay
- focused on impact e.g. increase in retention, increase in employee engagement, increase in customer satisfaction, new product revenue…
I would suggest the metrics I consider most relevant to you, and work towards sign-off by the respective decision makers, as well as ensure implementation (i.e. technical system implementation, ownership in team).
Considerations:
- This approach would similarly work if cultural values, behaviours measurements are in place, however would then focus on what is relevant / has become irrelevant given where the company wants to be.
- Any data e.g. from people surveys, customer surveys… would be considered as an input to drive meaningful conversations and outcomes.