Understanding and shifting culture is a big thing; it could take 12-18 months of intention and work. When you think about shifting your business culture, what does that look like? Internal marketing? Designing and implementing incentive plans? Updating management practices? Having a team visioning session?

How To Define Culture

Culture can be identified clearly so you can take action by finding out what the driving beliefs of the organization are and the way work is accomplished. 

Here’s an example of one company’s culture as defined by the six sub-bullets.

  • What core beliefs or values drive the actions of the group? 
    • Our customers come first
    • Safety is critical
    • Learn something new | Teach something new
  • What characteristics describe the way work is done by the group? 
    • Develop solutions in teams
    • Committed to systems
    • Listen with an open mind

If this company wanted to take the opportunity to add another driving force (core value), let’s say Innovation for Expansion, adding the fourth value is the shift.

Cultural Change in Your Company

In order to identify possible shifts in culture for your company, you and your team need to identify your current cultural liabilities and assets as well as what you want your culture to look like in the future. Even if you find out you have an excellent business culture, you can always be better.

Knowing what you want your culture to look like in the future will take time, but not much. The good news is that as soon as you begin the process to identify what your culture looks like now (where the problems and opportunities are), you have begun the shift to something more powerful already! People like to be informed and involved. 

What’s Next?

But what will it take to affect change from where you are to where you want to be?

  • Develop clear organizational goals.
  • Develop quarterly or monthly goals for each employee. (They need to see how what they do is helping and critical to getting there.)
  • Implement weekly processes for employees to check-in to make sure their goals are on track to happen. If they aren’t on track, have them commit to actions that will get them there. 

These practices keep the work and goals present and momentum moving forward. These practices keep the conversation going.

Remember, you have a business culture whether you know what it is or not. 

Being intentional about finding out what your culture is and shifting away from any liabilities or adding and accentuating your assets will produce a healthier, happier team, and a more stable business in the long run. Set your expectations for what you want, then be clear with your team about what you will be doing to become something more.

You got this!

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M. Miche Rayment is the Founder and CEO for The Hire Effect™. The Hire Effect clients learn how to identify and use their business culture to their advantage in their hiring processes. TheHireEffect.com