11 Ways to change culture in the workplace

The culture of an organisation refers to the environment in which employees work, and it can have a big impact on their productivity and satisfaction. A good workplace culture is one that is supportive and encourages employees to be creative and innovative. If a business culture is negative, it can create a toxic environment that leads to high staff turnover and low morale. So, it’s important for businesses to regularly assess their culture and make changes as needed.

Why is it important to focus on culture change in the workplace

Culture change in the workplace is important to focus on because it affects employee behaviour, which in turn affects business outcomes. A positive, encouraging culture lifts up an organisation, while a negative culture drags it down. This is why it’s essential to get the culture right in the workplace.

While many businesses know this, they often overlook the fact that change is constant, and that workplace culture change should be an ongoing process, not a one-time event. In fact, as a company grows and evolves, so should its culture. This is important, as a culture that doesn’t change can become stagnant, unpleasant for current employees, and unattractive to new talent.

So, it’s important to have a strategy in place for regularly assessing and updating the workplace culture. While managing change in a negative workplace culture can be difficult, it’s worth the effort. A strong culture that seeks to adapt and improve is key to attracting and retaining top talent, fostering innovation, and achieving long-term success.

How to spot problems in your company culture

It can be difficult for businesses to notice if they need to change culture in workplace activities. There are some key signs, however, that can indicate that an organisation needs to improve its culture. Some of these signs are:

• Low morale and high turnover rates: If employees are unhappy and leave the company, that’s a sign that something is wrong with the culture.
• Lack of communication and transparency among employees: If there is a lack of communication between management and employees, or between different departments, it can lead to confusion and frustration.
• Ineffective team dynamics: If teams are not working together well, it could be a sign that the company culture is not supportive.
• Overly competitive or negative atmosphere: A supportive workplace culture should encourage healthy competition, but if the environment is too cutthroat, it can lead to stress and anxiety.
• Employees feeling like they’re not part of the company’s success: If employees don’t feel like they’re contributing to the company’s success, it can lead to a feeling of disconnection.
• Low productivity levels: If employees are not productive, it could be a sign that the company culture is not conducive to work.
• High-stress levels: If employees are constantly stressed, it could be a sign that the company culture is too demanding.
• High absenteeism rates: If employees are not coming to work or are taking a lot of time off, it could be a sign that the workplace culture is not healthy.

These are all potential indicators that something is wrong with the culture and that changes need to be made. While it can seem like a daunting task to change company culture, it’s important to address these problems so that the business can continue to grow and thrive. And, with a few tips on how to create a positive workplace culture, it can be done smoothly and effectively.

11 Tips to change your company culture

If you’ve identified that your company culture needs to change, here are 11 tips on how to improve work culture in your organisation:

• Plan and outline the change you want to see: The first step is to develop a plan for change. This should include an outline of the goals you want to achieve and the steps you’ll take to get there. Without a clear purpose, businesses will struggle to keep hold of their people. So, it’s important to take the time to figure out what you want to achieve. Think about what systems or processes are needed to support the desired culture change. For example, if you want to encourage more collaboration, you might need to implement new tools or processes that make it easier for people to work together. Alternatively, if you want to create a more entrepreneurial culture, you might need to put in place policies that give people the freedom to experiment and take risks.
• Identify what is working and what isn’t: Take a good look at your current culture and identify the aspects that are working well and those that need improvement. This will help you focus your efforts on the areas that will have the biggest impact. To do this, you can conduct employee surveys, interviews, or focus groups.
• Make sure leadership are committed: Culture change starts at the top, so it’s important that senior leaders are committed to the process. They need to be role models for the desired behaviours and should be involved in promoting the changes throughout the organisation. You can ensure leadership buy-in by involving them in the planning process and keeping them updated on progress.
• Communicate clearly and consistently: Once you have a plan in place, it’s important to communicate the changes to all employees. This includes what the changes are, why they’re being made, and what employees need to do to support them. Communication should be ongoing throughout the process to ensure employees are kept up to date. For this, you should rely on user-generated videos for internal communication. They can be a great way to get everyone on the same page and ensure that the message is being delivered consistently.
• Be open and transparent: As well as communicating the changes to employees, it’s important to be open and transparent about the process. This means being honest about the challenges you’re facing and why you’re making the changes. It also means being clear about what success looks like and how you’ll measure it. Employees should feel like they’re part of the journey and that their voices are being heard.
• Encourage feedback from all levels: As well as being open and transparent, it’s important to encourage feedback from all levels. This includes employees, managers, and senior leaders. Feedback should be encouraged throughout the process to ensure that the changes are having the desired effect and to make sure that any problems are quickly identified and addressed.
• Accept that it takes time: Culture change is a long-term process, and it’s important to accept that it will take time to achieve the desired results.
• Maintain momentum: Even after achieving the desired culture change, it’s important to maintain momentum. This means continuously working to reinforce the new culture and ensuring that any backsliding is quickly identified and addressed. You can keep driving culture change through employee storytelling, training and development, and by rewarding desired behaviours.
• Accountability is necessary: it’s also important to ensure that there is accountability for the desired culture change. This means having clear expectations and holding people accountable for their actions. This can be done through performance management processes, employee feedback, and regular check-ins. This will help to ensure that the new culture is maintained and that any slip-ups are quickly identified and corrected.
• Frequently review and adjust: The culture change process is never really complete, and it’s important to regularly review and adjust your approach as needed. This includes making sure that the goals are still relevant and that the changes are having the desired effect. It also means being open to new ideas and ways of doing things. The goal is to continuously improve the culture, and this can only be done if you’re willing to regularly review and adjust your approach.
• Use your employees to communicate bottom-up instead of top-down: Employees are your best asset when it comes to culture change. They can help to communicate the changes to all levels of the organisation and ensure that the message is being delivered consistently. They can also provide feedback on the progress of the changes and help to identify any problems.

Employees are the essential component of any company, and they should be at the forefront of any culture change initiative. By using user-generated videos for internal communication, you can ensure that employees are kept up to date on changes, understand why they’re being made, and feel like they’re part of the journey. It’s important to be open and transparent with employees, encourage feedback from all levels, and maintain momentum in your efforts to change and adapt as your company grows. 

Culture change is a long-term process, so it’s important to be patient and consistent in your efforts. Just remember to use your employees to communicate the changes throughout the organisation, and you’ll be well on your way to success.