Our top tips for culture transformation

Culture transformation takes time and effort and often fails when companies decide to target the transformation on just one part of the employee experience. Here's our top tips for starting your culture transformation journey.

Culture is often hard to describe. For us it’s an output of lots of component parts that make up the employee experience, it’s the way people work and how they behave in an organisation.

Culture transformation can take place throughout an entire organisation or just within an individual department or team.

The goal of culture transformation is often to keep hold of and build upon aspects of a company culture that has made it strong, but it can be used to alter habits that are preventing a business from driving strategic change.

One thing is for sure, culture transformation takes time and effort and often fails when companies decide to target the transformation on just one part of the employee experience.

Here are some top tips for starting your culture transformation journey:

1. Agree a VISION for the change

A vision captures your goals and aspirations for change.

This will provide long term direction for employees and is a daily reminder of where you are going with the project.

You must also identify how the project vision connects to the strategic goals of the company.

2. Get the right PEOPLE engaged

Culture transformation requires input and commitment from stakeholders across the business.

Don’t see this as a job just for HR – other teams such as Comms, IT, Finance, Real Estate could all be important stakeholders too.

3. LISTEN to your employees

You can do this in 2 ways:

Interview leaders: make sure they see value in the transformation and understand their expectations on outputs.

Survey employees: understand how the change will impact them and how you can best support them.

4. LEARN from others

Do some online research into companies that have been through similar change – what challenges did they face, what did they learn, what was the impact.

Seek advice from external experts – it’s likely that they will bring a different perspective on how to tackle the project.

5. Understand the IMPACT on talent

Develop personas for key roles in your business to understand your employees needs better.

Map out stages of the talent lifecycle from attraction, selection through to onboarding, reward and learning and development.

Understand how the change will impact the personas on each stage of an employee’s experience with you.

Understand how culture transformation will affect every touchpoint within the talent experience.

6. Create a realistic ROADMAP

Change doesn’t happen overnight, document a long-term roadmap with key milestones.

Allocate responsibilities to key stakeholders and ask them to plug their timelines into the plan.

Prioritise high impact areas.

7. COMMUNICATE brilliantly

Map out your target audience for your communications strategy.

Create a communications plan to map out what you want to say and when.

Adapt your messaging for different personas to show that you have listened and understand the impact on them.

8. MEASURE before and after

Measure engagement levels in the business before you launch anything to create a benchmark.

Pulse check throughout the change to temperature check how employees are feeling.

Use the insights to adapt and optimise throughout.

Kate Homer

Kate Homer

Kate is our Head of Experience and Brand. If you want to know more about how we can help you foster a culture of innovation then get in touch.

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