3 Ways to Prioritize Company Culture During Times of Change
Company culture is the heartbeat of any organization. It shapes how employees interact, how decisions are made, and ultimately how the business performs. During times of change—whether due to mergers, acquisitions, restructuring, or rapid growth—company culture can easily become a secondary concern. However, neglecting culture during these periods can lead to confusion, low morale, and decreased productivity. Prioritizing company culture during times of change is essential for maintaining stability and ensuring that employees remain engaged and motivated. Here are three effective ways to do so.
1. Communicate Transparently and Frequently
Transparent communication is the foundation of a strong company culture, especially during times of change. Employees need to know what is happening, why it is happening, and how it will affect them. When leaders communicate openly about the changes, they build trust and reduce anxiety among employees.
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Provide Clear Information: Ensure that all employees have access to accurate information about the changes. This can be achieved through regular updates via emails, town hall meetings, or video conferences. The information should be straightforward and free from jargon, so everyone understands the message.
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Encourage Two-Way Communication: It’s not enough to simply broadcast information. Employees should feel that they have a voice and that their concerns are being heard. Create forums where employees can ask questions, share their concerns, and provide feedback. This could be through surveys, Q&A sessions, or dedicated channels on internal communication platforms.
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Be Honest About Uncertainties: During times of change, there may be unknowns or aspects of the future that are not yet decided. It’s important to be honest about these uncertainties. Employees appreciate transparency, even when the news isn’t entirely positive. Admitting that not all answers are available yet can prevent the spread of rumors and help maintain trust.
Transparent communication ensures that everyone in the organization is on the same page, which is crucial for maintaining a cohesive culture during change. When employees feel informed and heard, they are more likely to stay engaged and committed to the company’s goals.
2. Reinforce Core Values
Company culture is deeply rooted in its core values. During times of change, these values can serve as a guidepost for decision-making and behavior. Reinforcing core values helps employees stay aligned with the company’s mission and vision, even when other aspects of the business are in flux.
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Embed Values in Decision-Making: Leaders should ensure that every decision made during the change process reflects the company’s core values. Whether it’s a decision about restructuring teams, rebranding, or entering a new market, the values should be at the forefront. This consistency reinforces the importance of the values and shows employees that the company is committed to its principles.
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Celebrate Examples of Values in Action: Highlighting and celebrating instances where employees exemplify the company’s values can strengthen the culture. For example, if collaboration is a core value, recognize teams that have successfully worked together to navigate the changes. Public acknowledgment and rewards for value-driven behavior encourage others to follow suit.
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Integrate Values into Onboarding: If the company is growing or merging with another organization, it’s crucial that new hires are introduced to the company’s values from the start. An effective onboarding process should include training on the company’s values and how they manifest in daily work. This helps new employees integrate more smoothly into the culture and aligns them with the existing workforce.
Reinforcing core values during times of change helps maintain a sense of continuity and stability. It ensures that, even as the company evolves, the fundamental principles that define its culture remain intact.
3. Empower Leadership to Model Culture
Leaders play a pivotal role in shaping and maintaining company culture. During times of change, it’s essential that leaders not only talk about the importance of culture but also demonstrate it through their actions. Empowering leadership to model the desired culture sets a powerful example for the rest of the organization.
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Provide Leadership Training: Leaders may need support to effectively model the company’s culture during change. Offering training programs focused on emotional intelligence, communication skills, and change management can equip leaders with the tools they need to navigate the transition. These programs should emphasize the importance of maintaining a strong culture and provide strategies for doing so.
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Hold Leaders Accountable: Just as employees are expected to uphold the company’s values, leaders should be held accountable for their behavior during times of change. Regular performance reviews should include assessments of how well leaders are embodying and promoting the company culture. Feedback from peers and subordinates can provide valuable insights into areas where leaders may need to improve.
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Foster a Culture of Empathy and Support: Change can be stressful, and leaders should be empowered to create an environment where empathy and support are prioritized. Leaders who check in with their teams, offer assistance, and show understanding of the challenges employees face can help maintain a positive and resilient culture. This approach not only supports employees but also reinforces a culture of care and respect.
When leaders consistently model the desired culture, it becomes embedded in the daily operations of the company. This top-down approach ensures that the culture is not only preserved but also strengthened during periods of change.
Conclusion
Prioritizing company culture during times of change is not only beneficial but essential for the long-term success of an organization. Transparent communication, reinforcement of core values, and empowered leadership are three critical strategies for maintaining and strengthening culture in the face of change. By focusing on these areas, companies can navigate transitions more smoothly, keep employees engaged, and emerge stronger on the other side.