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April 28, 2020
A culture transformation at an established business cannot happen overnight. It’s a large-scale undertaking that takes strategy and planning, which starts at the top and flows down to the entire organization. But before you decide to make any changes, determine why a cultural change is needed — only then you will be able to decide how to influence the change.
Start with looking at your core values and make sure hey still work for your company. Then, ask your employees what they think. Get feedback early and often. You can gather feedback in the following ways:
After you’ve identified the areas for improvement, develop a strategy, set up a timeline and establish benchmarks to gauge your progress. Rework your core values so they align with your current culture and are structured enough to guide its evolution.
You might consider the following guidelines for improving your company culture:
What gets measured gets managed. While culture is an intangible aspect of any business, there are certain metrics that can be used to check its effectiveness. Some of the ways you can evaluate your company’s new culture are:
A plan means very little without proper execution and evaluation. And to sustain any positive changes, it is essential for you to understand whether the changes are being adopted, whether they are making any difference, whether there is any relapse or whether things need to be improved. So keep the feedback loop open in the form of interviews and surveys to ensure you don’t end up with another culture that still does not work.
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