Changing the culture of your organisation is by no means an easy feat. If you think about how tricky it can be to change just one person’s opinion and multiply that by the number of employees, it can feel very daunting; however, it can be done, and the rewards for doing so are great: a strong business culture, a contemporary and dynamic business, and renewed staff morale and enthusiasm.

Where do you start?

A great tip for getting started with changing organisational culture is recognising the need for change. Beginning with a review, you can note what is currently working well, what staff are not happy with, and what gaps there may be in your business offer. Staff feedback, senior management meetings, and diagnosing existing beliefs can all be ways to achieve this. Using business growth consulting services can also be useful.

What next?

The next step is where you can get creative. By envisioning a new or improved culture for the business, you can start working on getting the business to where you would like it to be. What will it be like? How will it be different? What are its aims?

A business vision

Ascertain the desired outcomes and document your business’s vision. Communicating this clearly to staff is a key step in getting employees on board and working towards a common goal. Again, business growth consulting services can help with refining your new vision and fostering a business culture that supports this.

Tracking progress

Find relevant ways to track your business’s progress against the desired changes. This may be something such as employee productivity or sales. Fortunately, many types of business tracking are now available online, so you can use websites such as Glassdoor to obtain information on how the business is faring and how staff feel about it being their place of work

Identifying people who can become change leaders is also a good way to implement change across the board and empower key employees with the confidence to make real changes to the organisational culture.