Aditya Narayan Mishra
MD & CEO, Ciel HR Services
In the fluid landscape of business, maintaining a company culture that resonates with the times is as crucial as steering a ship through ever-changing seas. Culture is the heartbeat of an organisation — it shapes behaviour, influences strategy, and ultimately, drives performance. But as societal norms shift and technological advancements unfold, keeping the company culture current and relevant is a challenge that requires both astute leadership and collective effort.
- The Call for Cultural Evolution
- Step-by-Step Towards Cultural Synchronicity
- The Unilever Brasil Example
The Call for Cultural Evolution
The need for cultural evolution is not a new concept. Wharton’s Nano Tools for Leaders emphasises that cultural change is imperative for corporations to remain competitive and successful. However, initiating such change is no mean feat; it demands a deep understanding of the existing company ethos and the factors necessitating the transformation.
Similarly, the Harvard Business Review posits that altering company culture is less a mandate and more a movement. It’s about fostering an environment where change is embraced organically, not imposed forcefully. This approach champions the idea that for a culture to evolve authentically, it must be embraced and lived by everyone in the organisation.
Harver’s blog on cultural transformation delineates a step-by-step guide for leaders seeking to navigate this complex process. It underscores the significance of a systematic approach that aligns with business goals and garners widespread support from employees.
Step-by-Step Towards Cultural Synchronicity
1. Understanding the Seitgeist
To keep your company culture aligned with the times, begin by assessing the current cultural landscape both within and outside your organisation. Gather insights through surveys, focus groups, and open dialogues to understand the pulse of your employees and the broader market trends. This introspective approach will help identify the aspects of your culture that are at odds with contemporary values and expectations.
2. Leadership as Cultural Custodians
Leaders play a pivotal role in cultural evolution. They must embody the change they wish to see, setting a precedent for others to follow. As Wharton suggests, leaders should act as cultural custodians, ensuring that their behaviour is a testament to the desired cultural attributes. This endorsement from the top is indispensable for gaining trust and buy-in from the rest of the organisation.
3. A Movement, Not a Mandate
Change must be participatory. Encourage a bottom-up approach where employees are not just passive recipients but active contributors to the cultural shift. As per HBR’s insights, this creates a movement that is more potent than any top-down directive. It allows employees to take ownership of the culture, making it more sustainable.
4. Strategic Alignment and Planning
Armed with a clear understanding of the desired cultural attributes, create a strategy that aligns with your business objectives and the context. Harver emphasises the importance of setting clear, measurable goals that are both ambitious and attainable. This strategy should leverage the strengths of your current culture while addressing the areas that require change.
5. Engaging and Empowering Employees
Engagement is the crux of a successful cultural transformation. Create platforms for employees to voice their ideas and concerns. Encourage them to participate in decision-making processes and give them the autonomy to enact change. This empowerment not only boosts morale but also ensures that the evolving culture resonates with the workforce.
6. Recruitment with Cultural Compatibility in Mind
As you usher in a new cultural era, it’s crucial to consider cultural fit in your hiring process. New hires should not only have the requisite skills but also the disposition to thrive within and contribute to the company’s evolving culture. This alignment will facilitate a smoother integration and perpetuation of the desired cultural values.
7. Tracking Progress and Being Patient
Cultural transformation is not an overnight phenomenon. It’s a progressive journey that requires patience and perseverance. Implement mechanisms to track progress, such as regular cultural assessments and feedback loops. Celebrate small victories to maintain momentum and stay the course even when faced with setbacks.
The Unilever Brasil Example
A real-world example that encapsulates the essence of cultural transformation is Unilever Brasil. The company’s cultural change, driven by personal reflection, dialogue, and value assessments, led to remarkable improvements in revenue growth and employee satisfaction. It’s a testament to the transformative power of a well-orchestrated cultural movement.
Keeping your company culture in sync with the times is a delicate balance between respecting the core values that define your organisation and embracing the changes that drive progress. It’s about creating a culture that is dynamic, inclusive, and reflective of the evolving business and social landscape. By following a structured approach and fostering a participatory environment, companies can ensure that their culture remains a vibrant, guiding force in an ever-changing world.
(The article first appeared on CIEL HR’s website. It has been republished with the company’s permission)
