How to create workplace culture
What is workplace culture anyway? A quick google search will bring up a few different meanings and characteristics. You’ll probably have your own understanding as well. But ultimately it’s the entire combination of the feeling inside your workplace. This is how I sum it up. It’s a feeling. An emotion.
And it’s the glue that holds your entire business together.
But what does a good workplace culture look like?
This is up to you! There are many examples of different workplace cultures, and if we remove the word ‘good’ and replace it with what you want to be known for – then you’re starting to get somewhere.
If your organisation has a vision about being the best in the industry, chances are, your workplace culture is pretty blah. And more than likely, you’ve got some nice words on a wall that no one really lives by. Do they?
So, if this IS you, how do you go about changing it?
Here are my three tips:
1. Get your people involved.
Don’t make the mistake of thinking that your executive team knows best. Or is responsible for everything. Sure, your People and Culture team might own the leadership of the culture, but it sure doesn’t mean they are the ONLY ones responsible for holding people accountable to it.
Because here’s what I DO know. People don’t mind change so much. They resist BEING changed. Having change FORCED upon them. So when you take the time to get them involved in the workplace culture development, you will automatically get their buy-in and you will achieve amazing results in a much quicker timeframe.
Start to write down ways that you can get the entire organisation involved in culture strategy. Is this a survey? In person sessions? Do you need to empower your managers to take charge? All kinds of different ways!
2. Organise your Frameworks.
Once you’ve got this information from everyone, it’s time to put it into some frameworks. And the best one I can give you is to answer these questions:
- What do we want to be known for?
- What does it mean to work here
- Outline the type of impact on our people do we want to have?
- Is there room for social and human responsibility?
These questions then become your framework for taking action on the tactics and strategies. And I can tell you that once you start asking these questions of your people, you will become VERY aware of your blind spots, and what is important to them.
This part is PURE GOLD.
3. Double check you’ve got it right!
Developing workplace culture takes time, but it takes input more than anything.
So once you’ve got a framework and a paragraph that sums up what it means to work here, roll that out. And then, here’s the kicker – invite people in your organisation to be culture champions.
So, there you have it – my take on the 3 things you need to remember when developing your workplace culture.
If you want to start with assessing your current culture? Take advantage of my free culture survey offer – get in touch here to have a chat and I’ll share with you what it looks like and how it works.