MPact » Insight
How a Digital-First Culture Plan Can Accelerate Your Workplace Recovery
by Kevin Joy, Partner, MNP Consulting
How the current remote work transformation can be a catalyst to permanently change your culture for the better.
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- Digital changes organizations shelved or planned for later need to happen now if they’re to survive and get ahead.
- Integrate both quantitative and qualitative measures into a culture change plan and ensure these also align with your goals and desired outcomes.
- The adoption of new technology should be done right, with strategic accompanying changes to people and processes.
The pandemic has upended the nature of work and thrust organizations onto a path of accelerated change. Among many challenges, the pandemic has highlighted a need for technology which can support rapidly evolving workplace demands. Digital changes organizations shelved or planned for later need to happen now if they’re to survive and get ahead.
Remote working makes culture more critical
Employers who embrace a fully digital workforce will realize the talent pool is much larger now, since people can live and work from anywhere in the country. But technology alone won’t be enough to manage the change — it’s people who must get things done. Company culture faces the ultimate test as people work remotely towards company goals.
Culture drives decision making, behaviours, and processes. It also determines employee loyalty and engagement. A crisis is the time to double down on how you invest in your people. People will long remember how leaders dealt with the pandemic; whether you conveyed sincere concern, or if it was all about the numbers. Culture can help move your company forward in both the short and the long run.
What is culture?
It's different from engagement...
... which means how individuals are feeling about their work at a point of time.
It is both tangible and in tangible...
... and it can be measured because it is the behaviours that express the values of the organization.
It's compromised of mindsets and behaviours...
... that translate into how things are done in an organization.
It is both tangible and in tangible...
... from how emails are handled, to reward and recognition practices to whether an organization tolerates lax safety standards.
The right culture usually arises when people’s behaviours dovetail with the company’s values and goals. This can help organizations see significant benefits such as:
- More engaged and motivated people
- Greater accountability (which leads to better decision making)
- Increased trust and loyalty within the company (which also spills over to customers)
- Better talent and employee retention
Getting it right
Aligning your company’s culture and goals is a strategic activity which should be considered in conjunction with other process and technology changes. There’s no one-size-fits-all solution for culture change, and your company’s specific situation and barriers are key considerations in designing the right plan for you. Integrate both quantitative and qualitative measures into a culture change plan and ensure these also align with your goals and desired outcomes. Be sure to address all key aspects of culture — including gaps, alignment of leaders, and messaging.
It’s also important to avoid pitfalls that could come with an accelerated pace of change. The adoption of new technology should be done right, with strategic accompanying changes to people and processes.
The pandemic has significantly accelerated the need for digital transformation, but with that comes the opportunity to create lasting change and build a solid foundation for the future. The right culture can work alongside the right technology and processes to remove performance impediments and help companies get ahead during a complex time.