image Adding Key Employee Motivators to Your Workplace Culture image How Do You Know It’s Time for a Culture Change?

Workplace Culture is About Your People

meaning of workplace culture

The impact of workplace culture reaches throughout every nook and cranny of your business. Often, the state of a company’s workplace culture can feel hard to pin down. This is because the meaning of workplace culture is essentially the sum of the attitudes, beliefs, and behaviors of everyone who works within your organization.

In other words, culture is people. This means that if your workplace is filled with positive, motivated individuals, you probably have an excellent company culture. But that’s more than likely not the case. Unfortunately, if your culture is marked by negativity, changing your culture means changing the attitudes, beliefs, and behaviors of the people you work with (and yourself).

According to a study by Booz & Company, 96% of respondents believe that some form of culture change is needed within their organization. At the same time, 57% of respondents say that the main reason they are resistant to culture change is skepticism due to past failed efforts.

If you’ve tried and failed to have a positive workplace culture impact, here are some tips that can help you guide your efforts:

Pay attention. The first step to changing company culture is noticing when and where there are problems. Keep your eyes open and your ears to the ground to identify problem behaviors that seems systemic throughout your organization.

Dig for the root cause. Many behaviors are in fact reactions to more deeply seated problems. If you’re having trouble identifying why certain behaviors or attitudes are persistent within your culture, it might be helpful to hire a consultant to provide an outside view. Leadership consultants like Level Up Leadership can perform team assessments and unveil areas of concern that leaders might not otherwise recognize on their own.

Start at the top. Cultural change needs to start at the top of your organization, or it will never take full effect. When managers are able to change their behaviors and set a good example, a trickle-down effect is virtually inevitable.

Identify common, reachable goals. Instead of blindly aiming for a generally better company culture, set specific and realistic goals that your organization can strive for. Starting a mentor program, for example, could be a great actionable step toward better culture in your organization.

About Joy Ruhmann
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