Cultural transformation can be easy…

… if you break it into actions. Cultural transformation is the process of changing the set of values and behaviours of people. Can you imagine a more challenging transformation for a company than that? I doubt it. In any case, big or small, it means disruption.

However, this “colossal” challenge can be faced and even carried out ‘peacefully’ if broken down into specific action areas. Of course, it will take time to make the changes. But you can map your action scope, narrowing the focus to your particular goal. For that reason, cultural transformation should start with two crucial questions:

Why do I want to change my company culture?

What is my goal? What do I want to achieve?

The answers will provide insight into your ‘higher’ purpose as a business, your goal and what you have to focus on. They will also equip you with the communication content you need to share with your team. Change is about people, and communication is the basis for successful cultural transformation.

With the answers in hand, turn to analyse your business and identify the problems that need resolving. Look for root causes for demotivation, absenteeism, lack of commitment, boycott, sabotage, and even unhealthy competition. Moreover, structure your analysis using the following sequence, and you will get answers to how we can make that change:

Organisational structure: do employees know whom they report to and what their job entails?

How are you organised? Do you have clearly defined departments? Is it a hierarchical or flat structure? Process-oriented or silo-based?
Do people work in their silos or cross-functional teams?
Are everybody’s R&R clear? Do you update them?
Do you have SOPs?
What is the escalation path for problems?
Do you have a suggestion box and process for implementing continuous improvement ideas?

Processes and working tools: how easy or difficult is it for the employees to do their jobs?

Do you have bottlenecks in your process, or is the work flowing without interruption and delays? What are the reasons for those bottlenecks?
Do you know if your processes are automated or highly manual? A mixture of both?
Is data/information stored centrally, available, and easily accessible to everyone who needs it?
Do you know if decision-making fast?
Do you work by objectives? Do you have clear KPIs?

Employees and cultural transformation: is your company attractive, and do they feel fulfilled and appreciated?

Do you pay competitive salaries?
Are there possibilities for growth in your company? For everyone?
Do you have a fair performance evaluation process?
Do you have a feedback process?
Is there training provided for everyone?
What do they expect from you?

Leadership: do you create an environment where employees feel comfortable sharing their ideas without fear of being ridiculed or punished for it?

Do you micromanage?
What is your leadership style?
Do you delegate?
Do you communicate?
Do you involve your team in decision-making?
Are you around when you are needed? How often do you spend time with your employees?

Do this preparation work with your team of managers and even involve some trusted employees to give you feedback. This way, you will have a clear picture of the scope and extent of the actions needed. Cultural transformation is about the people who are the backbone of any organisation. And they appreciate clarity in whatever the company is undertaking. So, as a leader, you need to have a vision of what you want to achieve, communicate it so that everyone sees the benefit and lead by example.

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