Your organization’s work culture begins and ends with your leadership. Saying you’re working to overhaul and improve the culture is one thing, but if leaders aren’t taking the first steps, all that work is for nothing. To see a measurable impact, your employees must first see the leadership team acting to engage employees. As a business leader, building the workplace culture you want to see in your organization takes careful, intentional steps that lead to your employees’ full buy-in.
Why Should Leaders Get on Board?
So, why should your organization’s leaders care about work culture? They have bigger problems to worry about, right? Well, as the saying goes, “Culture eats strategy for breakfast.” The culture you foster will keep your employees satisfied and engaged with their jobs; without it, your strategy won’t work. A strong culture reduces drama — or eliminates it — and strengthens your organization’s brand, attracting the type of employees you want on your team. Your work culture can also reduce your risk of liability, creating a culture in which issues like harassment are less likely to occur.
What Can Leaders Do?
For your revamped work culture to take hold and make a measurable impact, you and other leaders must take charge. After all, why should your employees buy into the new culture if you aren’t? Show your workers you’re just as committed to making it successful — maybe even more so.
First, invest in your organization’s leadership development to reinforce cultural alignment. As HR professionals, we often see middle managers lacking the tools they need to succeed. No manager sets out to fail; rather, they’re not equipped with the tools and expertise needed to do their jobs properly. Give them what they need to lead their teams to success and your organization will reap the benefits. This can include continuing education, professional development courses, and seminars. Show your workforce you’re dedicated to helping them reach their full potential.
Leaders should also align their organization’s policies and practices with its core values. Many organizations fall into the trap of hanging inspirational words and phrases on their walls without actually putting these nice-sounding expressions into practice. Show your employees you mean it; audit your organization’s policies and ensure you’re prioritizing the values you espouse.
Above all, be intentional with your actions. Decide to create the culture you want and take the steps needed to make it a reality, but do so with purpose. Engage your employees in the culture you’re leading; while it doesn’t need to come from them, their reactions to what you and other leaders are doing will help it flourish. Engage your employees in open, honest discussions through surveys and regular check-ins, but also do something with that information; if your employees say something isn’t working, fix it. Publicly recognize and reward employees who embody your organization’s values; if they’re buying into your efforts to improve your organization’s culture, thanking them for their work will encourage others to do the same.
Build the work culture you want. HR Fit can help. Learn more about Training & Development services from HR Fit and contact us today to get started.
