Leaders, managers and employees actively participate in creating and maintaining organizational culture by interactions, information passing, decision-making – that is why it is challenging to change it proactively. Culture can bring forth positive outcomes, but it also plays a role in maintaining a norm: it determines who we employ and who we promote.
The pandemic-induced changes present a unique opportunity to refresh our organizational culture. Most companies had to develop new work methods in the areas of producing, shopping, logistics and communicating. A crisis management can show the abilities of a true leader. We have witnessed different leader attitudes from government, huge companies and independent traders – success was measured by quick decision-making, prioritizing safety and making bold strategic moves. Currently, the emphasis is on reforming organizational culture.
Some aspects that need to be considered when creating a new organizational culture:
1. Shifts in the market
The pandemic has produced an era we call „The Great Resignation”. Many people left their jobs, and are either looking for a job or thinking about career change. It is key to determine what we want to communicate to potential workers. In today’s technically advances world, it it easer to create a positive candidate experience by using the right tools.
2. New skills
The demand for new skills and roles is increasing. After resigning, a lot of people decide to pursue an entirely different carrier. Knowing this, we should create an organizational culture that is open to change, re-skilling and career rebuilding.
3. Work-life balance has never been more important
Managing hibrid working is the first step to maintain work-life balance, but it is also essential to consider that children are returning to school, and financial problems might be present in the family because of the pandemic.
4. Transparency and equity
This might be the best time to review our current workers’ positions – it is important to create a diverse, supporting community.
Role of leaders
Leaders behavior and reactions influence workers’ attitude, too. It might seem unimportant, when a leader encourages a worker to react to a complaint from a customer, or when he ignores unconscious bias and evaluates workers objectively, or when he brings new perspectives to business. It is crucial to listen to our colleagues, recognize their contribution (not just the results), practice empathy and humanity, treat workers equally and encourage them to develop – this way, we can create an organizational culture that is maintainable and is for our benefit in the long run.
The original blogpost can be accesed here.