Shared Mindsets + Shared Effort = Better Outcomes!

The culture in a company becomes the pivotal difference in overall organizational performance. Products and business models face constant threat of imitation due to the rapid pace of innovation. In such a competitive environment, being able to successfully adapt to changing conditions is a strategic competitive advantage. Successful adaptation depends on the foundational effort of building a healthy culture.

HR departments, having the nearest touchpoints with personnel, come to be the flag bearers of constructing and implementing organizational culture. Looking from an HR perspective, organizational culture must levitate in the direction of fostering high-quality and positive employee experience. Typically, organizational culture depends on focusing on three pillars – morale, engagement, and productivity. The position of HR suits flawlessly to put into effect regulations in place to make sure there may be steady interest in the three pillars.

Champion the Cause

HR leaders take it upon themselves to make the intangible tangible by putting the leader’s vision into actions and performance. The defining role would become taking the responsibility of understanding the current state of employee-to-employee and employee-to-manager dynamics. Moving from that, identifying the areas of inconsistency – rectifying it and transitioning to the desirable culture. These insights allow HR leaders to develop roadmaps for coordinating activities, initiatives, and systems to shape the culture.

Coach it Till You Make It
For an organization to change, people need to change. But it is not easy. Because the willingness and ability to change varies from person to person. HR leaders are responsible for aligning managers and employees with the desired culture, fostering a sense of ownership of that culture, and maintaining accountability at all levels of the organization. The key is developing an approach that allows individuals to dig deeper into what drives their behavior and make conscious decisions about how to change it. HR leaders need to quickly implement solutions that support a culture of purpose. At the heart of HR, coaching roles is the education and empowerment of leaders and managers to model cultural values and take on their role in fostering a desirable culture.
Play the Consultant

Employees take their cues about organizational values from their leaders’ signals. For a culture shift to take hold, spotlight the behaviors and mindsets that deliver the most business value. This becomes self-reinforcing. If the desired behaviors and attitudes deliver value, they generate a magnetic pull within the organization, ensnaring leaders seeking to accelerate the momentum of what is succeeding. With proper analysis, HR leaders can share immediate and long-term benefits and make strategic recommendations for the future. HR leaders gain momentum, increase accountability, and change culture by continuously identifying the outcomes of the desired culture and how that culture achieves the goals and outcomes of the organization.

Employee experience always shapes the way employees think about why they come to work. Today, it has become an integral part of an employer’s competitive advantage. A well-shaped organizational culture can not only boost the overall ROIs but also open doors to more opportunities with top talent.