How Organizational Culture Was Typically Handled in the Past

The Traditional Approach

The CEO commissions the human resources department to produce an effective company culture. HR designs a campaign to tout a mission statement and core values that the CEO and senior management developed.

Implementation

HR also implements some employee perks like free snacks in the break room or monthly birthday celebrations. Maybe they also field an annual employee engagement survey and report results back to the CEO.

And Then…

And then with their culture-building to-do lists completed, the CEO and HR move on to other priorities.

The Limitations of the Traditional Approach

While this approach may have been well-intentioned, it often fell short of its intended goals. Here are a few reasons why:

• The mission statement and core values were often developed without meaningful input from employees.
• The employee perks were often superficial and didn’t address deeper issues.
• The annual survey was often used as a way to check the box rather than to drive real change.

A New Approach

In contrast, a more effective approach to organizational culture involves involving employees in the process of creating and shaping the culture. This can be achieved through:

• Employee-led committees or task forces.
• Regular town hall meetings or open forums.
• Anonymous feedback mechanisms.

Conclusion

Organizational culture is not just a buzzword or a checklist item. It is a living, breathing aspect of an organization that requires ongoing attention and effort. By involving employees in the process of creating and shaping the culture, organizations can create a culture that is truly effective and drives real results.

FAQs

Q: Why is involving employees in the culture-building process important?

A: Involving employees in the culture-building process helps to ensure that the culture is authentic and meaningful to them, rather than just a top-down initiative.

Q: What are some common mistakes organizations make when building their culture?

A: Common mistakes include developing a culture that is not authentic, not involving employees in the process, and not holding employees accountable for upholding the culture.

Q: How can I get started with building a culture in my organization?

A: Start by involving employees in the process, conducting regular feedback sessions, and holding employees accountable for upholding the culture.