The organization’s culture can be seen at all levels of the company. This can be seen in your team’s work style and how you interact with your staff. Enterprise culture can be conservative, cooperative, team-driven, hyper focused or a combination of many other traits. You can pop over to this site to learn what HR’s role is in developing an organizational culture.
When you’re seeking to determine if your organization’s culture is evolving, there are several ways to evaluate that and change its trajectory if needed:
Different generations have unique desires and expectations regarding an organization’s culture. Currently, you’ll find four generations working side-by-side in many businesses. Millennials are taking a more prominent role as baby boomers reach retirement.
As a result, HR leaders need to evaluate how each generation’s expectations and needs shape a changing organizational culture — and whether current values resonate. HR leaders should determine whether their current workplace culture is strong, or whether new programs should be incorporated — such as increased mentorship.
An organization’s culture doesn’t exist in a vacuum. The tone is set by the leadership, but it’s affected by a variety of external agents. Changing norms in the workplace, political factors, a tight job market in the industry, a shortage of skilled labor and other elements can change your culture and make it increasingly important. Take a closer look at industry trends that might influence your organization’s culture.
Technology also has an impact on an organization’s culture. As companies become more global, teams have to work across different cultures, geographies and time zones. Collaborative tools are playing a larger role in the conversation.
If you’re lagging behind in using technology to help support your culture, now may be the time to determine how technology can help you better align.
How engaged are your employees? Understanding employee engagement can help you see how effective your culture is. When employees are engaged, they’re likely more connected to your mission and more productive.
If strategic assessments reveal low engagement, it’s time to look at what areas of your culture can be changed to more effectively engage your team — from clarifying your purpose to improving your management style.
HR impacts company culture in a number of ways. Establish a process where you regularly evaluate your organization’s culture, and then work to determine what steps you can take to maximize your culture’s impact on the bottom line.