In your business, the culture is determined by a number of things, but getting it to develop and not go sour is vital… So who looks after it?
If you are a small business then you’re the person handing it (along with everything else) but if you have a HR person then they should be poised to provide services in this area.
Often people see the HR function as, recruit – select – payroll – rostering – ohs – industrial relations. Clearly however there is more and loosely put it’s about staff well being – Training and development, induction programs, skills updates, policies and procedures, performance management and lastly our topic, working the culture – In short the internal relationships and the things that make them go well.
So the HR team looks after the culture… (ask about that next time you interview a person for a role in HR and see their response…) But what is ‘it’ that they have to tweak to make it work?
Basically it’s about behaviour adjustment, (to match to the organisations culture) but before that happens the HR team need to figure out if anything needs to be adjusted (an ecology check), assessing the current situation and looking for ‘gaps’ or areas of ‘risk’ which are or could become an issue, they need to understand and figure out ways to develop internal relationships so they can know the who, how, why, what and where of what needs adjusting.
Then they need to plan ways to tweak the culture so it’s healthier and can stay that way. If you look at organizational culture in this way, your team should be able to develop a sure fire development plan which is based not just on developing role based skills and abilities but enhancing the philosophical, intellectual and emotional intelligence of the team too. E.g. a leader may need to have more ‘people’ skills to be more effective in their role, so a program which allows better ‘reading’ of people and explore what makes them tick, might be useful, yet not something which may be directly business related when you look for courses or workshops to develop these skills.
If the first step is an assessment of the team culture, the second step is developing a program which explores and develops all relevant aspects of the analysis.
Perhaps the program is a series of information sheets – a revamp of the organization’s value statement – a new section in the induction program – and or new Key Performance Indicators – or a more personal development based approach to training and development. Let’s not forget it may also be an adjustment to the physical aspects of the business, colours, furnishings and the like can have a huge bearing on how staff perceive a business and therefore relate and respond to the environment.
Whatever approach you take to the notion of developing your business culture, you should give it due concern, the positive flow on effects can make a big difference to the way things happen in your business.
Remember this little statement… (thanks Tom P)
Excellence, always! If not Excellence, what? If not Excellence now, when?