EconomyWhen should you restructure your organizational culture?

When should you restructure your organizational culture?

(Expansion) – Organizational culture is a set of values, goals, and beliefs that determine the way an organization works together, operates on a daily basis, and views the world. This can be your best friend or your fiercest enemy.

Every organizational culture is unique and unrepeatable, we call it cultural DNA and we measure it through a practical evaluation for our users where we detect the preference and importance of the values and organizational goals of each company.

Currently, the organizational culture has to be strong enough to overcome distance, language and cultural differences, since the way of working has become globalized.

The impact of organizational culture

With a strong organizational culture, employees are more committed to excelling at their jobs and staying with your company. A healthy organizational culture can also help your company stand out in the market, as customers appreciate a great user experience and the feeling that they have been heard.

Currently, culture has become one of the main reasons why a collaborator decides to leave the company. A bad culture can mean having a high rate of staff turnover.

This translates into primary costs such as training, integration, dismissal, search expenses and which in turn translates into secondary expenses such as production losses due to not having the personnel and finally tertiary costs that have to do with the image of the company. .

A collaborator who is in the company for less than 90 days can mean losses of up to more than 200,000 pesos per employee. Culture is not only something pretty that is printed in the company lobby, it often defines whether we will be successful or not.

3 questions to know if you need to change your culture

Are my collaborators clear about why we work every day?

Today consumers are not only concerned about buying from companies that have a vision beyond business. The collaborators themselves need to know the reason to believe. That’s what the company believes in.

Do I trust that my company can continue without me?

A culture that is solid allows you to have full confidence in your team and if it can function without the need for the founding team to be present, you have an excellent road ahead.

Is the end user or customer satisfied with my company’s service?

Finally, it is our clients who receive the energy of the employees and this energy, whether positive or negative, is the result of the culture.

So if you answered no to more than one of these three questions, I think it’s time to think about building or improving your organizational culture.

First steps to reinvent your company culture

Changing a culture is the most challenging thing a company can do, but here I can mention the baby steps to make it possible.

Understand your current culture. This includes conducting employee surveys to determine what is working and what needs to be improved. Detecting areas of opportunity is the basis.

Create a strategic plan for change. Once you’ve figured out what your organizational culture needs and wants, and envisioned a stronger culture, create a strategic plan for change so you can restructure your organizational culture in a way that’s effective and sustainable.

Be honest. Use terms in which you or your leadership team are the example. A company cannot value punctuality if the leaders are late. The best way to easily implement a culture is consistency.

Be patient. Changes won’t happen overnight and you’ll need to remind yourself and all of your co-workers why they come to work every day.

The organizational culture of your company is an indicator of the health of your business. A strong culture can support your strategic goals and drive growth, while a weak culture can keep your company from reaching its full potential. A change in your company culture can be difficult, but it is necessary for growth.

Simon Sinek in his book Start With Why tells the story of historical figures like Martin Luther King, also of companies like Apple and Walmart and how each one started from a very simple reasoning: why? Why do we do what we do. Questioning whether it is time for a restructuring of the culture can be scary, because it is entering the heart of our company. But if we want a solid company, that’s exactly what we have to do.

Editor’s note: Gabriela Ceballos, CEO of Hitch, a talent discovery platform that offers the development of applied neuroscience with Artificial Intelligence. Follow her on . The opinions published in this column belong exclusively to the author.

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