Customer-service superstar and online shoe king Zappos allows leadership to hire and fire based solely on an employee’s ability to “fit” into their unique culture — even if that employee excels at everything else. If that seems extreme, look at Yahoo! which made 2013 headlines when CEO Marissa Meyer chose to no longer let employees telecommute. They now need to base their work on-site in order to contribute to the new Yahoo! culture reformation plans.
These are just two examples of industry leaders heeding to what researchers are discovering to be true. A positive company culture is not an optional side-dish to sample if you can; it’s the main course essential to the entire meal.
What Is It?
When leaders ask themselves how to change company culture, there are several things that need to be understood first. In order to develop a powerful culture in your workplace, consider this definition of culture as stated in Forbes Magazine:
“Culture consists of group norms of behavior and the underlying shared values that help keep those norms in place.”
Workplace cultures can vary in their emphases and still remain positive.
Benefits of a Positive Company Culture
Authors of the influential book Tribal Leadership, David Logan, John King and Halee Fischer-Wright list just a few benefits of having a positive company culture. These include:
Easier organizational learning. Teams actively teach other and more easily keep up with trends and new ways to do things.
Reduced stress and interpersonal fear. A positive culture encourages confidence and strong relationships.
Reduced sick days and injury rates. Reduced stress helps promote healthier people.
A distinct advantage in the war for talent. When word gets out about your positive company culture, top talent will actively seek employment with your company.
More engaged employees. A positive environment keeps distractions at bay, helping employees engage wholly in the work they enjoy doing.
Three Steps to Action
If the prospect of developing or reforming a company culture is more looming than illumining, take heart. It’s easier than it seems and can cost very little.
Take inventory. Start conversations with your employees; send surveys; do everything you can to discover the negative traits of your current company culture. Once those are identified, you’ll know what positive traits you need to emphasize first.
When you ask how to change your company culture, first you need to put your Google complex look-alike model on hold and cancel the free vending machine plans. Company culture can change with small things like ban swearing (which encourages to speak more thoughtfully rather than from their emotions), celebrate completed projects by early dismissal for the day, and re-evaluate your need for all the rules. Fast Company Magazine especially endorses the latter, stating that it’s better to make your rules for the 95% of employees who act responsibly rather than the 5% who may not.
Start at the top. Get your upper management team in on the game plan first. Once your team sees those they respect the most adapting to a more positive culture, they’ll find it easier to model and adapt themselves.