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How You Can Affect Organisational Culture in 2020

Leaders are experiencing a growing frustration of conventional workplace practices, resulting in an increased number of employee burnouts and a generational rejection of traditional practices and philosophies. This was reported in the recently released 2020 Global Culture by O.C. Tanner, outlining current culture trends, company culture statistics, and information on how employees feel about their workplaces.

Workplace culture is more critical to organisational success than even before. In fact, 2018/19 saw organisations make significant increases to investments in workplace culture (O.C. Tanner, 2020). However, the introduction of new and innovative strategies to improve organisational culture is also met with new challenges regarding: the employee life cycle, employee experience, leadership approaches, importance of teams and listening styles. All factors may impact organisational culture and must be addressed when the challenge arises.

How can organisations optimise their culture?
The Global Culture Report identified six core elements which plays a crucial role in an employee’s decision to join, engage and remain in an organisation. These elements include:

It is believed that if organisations employ strategies for the six core elements, positive and influential cultural change will occur. It is important to note that these elements should not be looked at as improving the employee lifecycle. The employee experience and the employee lifecycle are strictly two different concepts which should not be interlinked.

Improving Culture
In line with the findings of the report, TMS Consulting’s approach to improve organisational culture is through high-impact, positive actions that set the climate in the short term and become ingrained in the culture long term.
Positive actions to set the climate may include:

  • Establish company goals and values to create a ‘one team’ environment
  • Identify and encourage culture-building behaviours in the organisation, and challenge those who do not exhibit these behaviours
  • Promote trust in the employees
  • Evaluate the current culture with a cultural maturity analysis
  • Build meaningful connections with staff and leaders
  • Enable teams where employees feel psychologically safe
  • Actively listen to understand employees and leaders

Through undertaking and reaching the recommendations provided above, cultural dynamics will improve, and organisations will see significant quality changes in output of work.

With specialisation in high performing culture, TMS can help your organisation successfully implement strategies to enable organisational effectiveness. Contact us here to see how you can enable a high performing culture in your organisation.

2020 Global Culture Report (O.C. Tanner) – https://www.octanner.com/au/global-culture-report.html

Margie Quill (Consultant)

As a business and economics professional, Margie is passionate about working with organisations to achieve organisational success through the implementation of organisational strategy and capability across the disciplines of leadership, culture, team development, and health, safety and wellbeing objectives. Margie specialises in tailored program design and planning for clients to ensure the program initiatives are effective and impactful. Margie is also skilled at quantifying cultural change after the implementation of TMS programs to determine improvement and provide recommendations that will enable organisations to sustain their benefits in the long term. Margie's experience in business analytics supports organisations to optimise its strategy, processes or systems through qualitative and quantitative data analysis in the areas of workforce planning and strategy, change management, process design and functional analysis. She has in-depth knowledge for Sustainable Business strategies and looks to support clients in implementing business models to drive change and how to integrate values into strategy without sacrificing profit.