Question

Culture is critically important to business success; according to 84% of the more than 2,200 global participants in the 2013 culture and change management survey. Findings also suggest strong correlations between the success of change programs and whether culture was leveraged in the change process – pointing to the need for a more culture-orientated approach to change. However, there is a clear disparity between the way companies view culture and the way they treat it. Less than half of participants saw their companies effectively manage culture, and more than half said a major cultural overhaul was needed.

Change is a significant part of today’s work environment. But, change is often difficult and problematic for employees.

1. Can new employees change a company’s culture? If so, how?
2. Are there conditions under which change is not possible? If so, what would such conditions be?
3. How can leaders take steps to enrich and more effectively leverage their culture to affect organizational change?

Answer 1

(1): Yes, new employees can change a company’s culture. This will, however, will depend on their level of influence and their decision making ability. New employees at the strategic level can become pro-active change agents. People of an organization make an organization and hence the culture of an organization draws from its personnel to a large extent. New employees can help in the reinforcement of desired behaviors that will lead to teamwork and collaboration. New employees also bring fresh perspective to the table and by identifying better ideas they enable making of tangible improvements a strong reality. New employees can focus on the positives and spread the message within the entire organization. All these will allow the new employee to change the company’s culture in a systematic manner.

(2): Yes, there are conditions under which change is not possible. Such conditions include:

• When resistance to change is present and there is no support from the senior management
• When there is a communication breakdown
• When change implementation plans fail and do not achieve the desired results
• When no resources are available to effect the change

(3): Leaders can enrich and more effectively leverage their culture to affect organizational change by focusing on spreading positive stories and information about the organization. This will ensure that the employees of the organization are well informed and there is a complete absence of any speculations.

Leaders should ensure that the workforce is empowered to make decisions and this will encourage out of the box thinking within the organization. Leaders should start targeted communications campaign and make the commitment of the senior managers aptly clear. Leaders should then make the employees aware of the need for change and why it is an absolute must. This will help in achieving buy-in at all levels. Lastly leaders should provide training to employees and break down any barriers that is present between the employees.