Cultural Evolution

Cultural Evolution

Cultural Challenges In The Workplace 

Culture is changing at the speed of technology and society. That’s why, by the end of 2020, companies should discover and adapt new ways to address culture issues and create workplaces that help people thrive. WE have intensified some of the culture challenges impacting toady’s organization:

Culture challenge #1: Burnout is very real

Latest reports of WHO have ranked burnout as the an official syndrome related to “chronic workplace stress that has not been successfully managed”.  Based on  2019 figures companies see 376% less engagement, 87% more turnover, and 22% decreased work output when employees feel burned out. 

Burnout is the result of chronic culture deficiencies. In other words, bad workplace cultures are contributing to higher rates of burnout. Business cultures with a lack of a clear purpose, limited opportunities to grow, poor leadership, no duty of care by the employer, and no appreciation or open and transparent communication will inevitably lead to employees burning out. 

Culture challenge #2:

Employee Experience is an ongoing process

Employees choose working places that they can have a quality of life that includes, communication, interaction with peers and leaders, working conditions, working hours, flexibility, the opportunity to work with autonomy and making decisions. Employees looking for experience during the full employee life cycle from the hiring date to the separation day. Every-single- day. Therefore organisations should be in a position to offer strategies engaging a workforce that will help them meet their objectives.  

Culture challenge #3:

One International Language

Companies try too hard to create culture applying various employee reward programs and schemes in order to keep their employees happier. The problem we have identified is that these programs are usually one-size-fits-all which fail to add value into employees life because simply do not cover their unique needs and preferences as well as do not convey the business cultural ID. Our approach is that companies need to make sure that they have carefully designed their Corporate Culture and integrate it to their brand. Business Culture should have ONE distinctive language both internally AND externally. A language that all employees can speak, understand and interpret. A language that reflects the vision and the values of the business, stands out into the market and can also shared, understood and spoken with and from the customers.

Culture challenge #4: Employee Activism 

There is an emerging culture of employee activism in our workplaces, and this is one development that is currently gaining a foothold in many organizations. Employee activism can be defined as a situation whereby employees are vocal about controversial issues that affect the society. These set of employees consider themselves social crusaders who are out to expose some of the most concerning world and society issues. 

Organisations do not have in place a culture that acknowledges employees demands, encourages employees input, share purpose and values with employees, communicate and create an environment where people feel safe to express their views, are facing the danger of been rejected by future and existing talents. Employers with a culture that serves the social and environmental good and enact inclusivity strategies are the employers of choice for new generations.  

Under Our Microscope

Finance and HR is shaping digital disruption

New Oracle and MIT Technology Review study reveals the human drivers of cloud automation as the roles of finance, HR, and IT evolve to meet …

Read More →

Eight in ten businesses recruit for digital transformation

Organisations are actively creating new positions to facilitate digitalisation efforts within the finance function over the next 12 months, reveals Robert Half’s report Digital transformation and …

Read More →

Why Corporate Social Responsibility (CSR) Is Still Important

“The role of CSR is not about writing checks or putting together fun volunteering events; but integrating purpose into the core business and leveraging the …

Read More →

Hybrid human/AI workforce – is your company ready?

  Business leaders say learning and L&D digitisation is key to successful transition to hybrid ‘human-AI’ workforce; but research reveals current frustrations with digital performance in L&D …

Read More →

AI will help SMEs compete with larger rivals

One in five (21 percent) medium-sized businesses in the UK believe that automation will help them compete with larger rivals, according to research from Centtrip. …

Read More →

Half of employees quit due to poor relationship with their boss

New research has uncovered a worrying divide in the relationships between line managers and their reports as half (49 percent) reveal that they have quit …

Read More →

Cultural Challenges

In The Workplace 

Culture is changing at the speed of technology and society. That’s why, by the end of 2020, companies should discover and adapt new ways to address culture issues and create workplaces that help people thrive. WE have intensified some of the culture challenges impacting toady’s organization:

Culture challenge #1:

Burnout is very real

Latest reports of WHO have ranked burnout as the an official syndrome related to “chronic workplace stress that has not been successfully managed”.  Based on  2019 figures companies see 376% less engagement, 87% more turnover, and 22% decreased work output when employees feel burned out. 

Burnout is the result of chronic culture deficiencies. In other words, bad workplace cultures are contributing to higher rates of burnout. Business cultures with a lack of a clear purpose, limited opportunities to grow, poor leadership, no duty of care by the employer, and no appreciation or open and transparent communication will inevitably lead to employees burning out. 

Culture challenge #2:

Employee Experience 

An ongoing process

Employees choose working places that they can have a quality of life that includes, communication, interaction with peers and leaders, working conditions, working hours, flexibility, the opportunity to work with autonomy and making decisions. Employees looking for experience during the full employee life cycle from the hiring date to the separation day. Every-single- day. Therefore organisations should be in a position to offer strategies engaging a workforce that will help them meet their objectives.  

Culture challenge #3:

One International Language

Companies try too hard to create culture applying various employee reward programs and schemes in order to keep their employees happier. The problem we have identified is that these programs are usually one-size-fits-all which fail to add value into employees life because simply do not cover their unique needs and preferences as well as do not convey the business cultural ID. Our approach is that companies need to make sure that they have carefully designed their Corporate Culture and integrate it to their brand. Business Culture should have ONE distinctive language both internally AND externally. A language that all employees can speak, understand and interpret. A language that reflects the vision and the values of the business, stands out into the market and can also shared, understood and spoken with and from the customers.

Culture challenge #4:

Employee Activism 

There is an emerging culture of employee activism in our workplaces, and this is one development that is currently gaining a foothold in many organizations. Employee activism can be defined as a situation whereby employees are vocal about controversial issues that affect the society. These set of employees consider themselves social crusaders who are out to expose some of the most concerning world and society issues. 

Organisations do not have in place a culture that acknowledges employees demands, encourages employees input, share purpose and values with employees, communicate and create an environment where people feel safe to express their views, are facing the danger of been rejected by future and existing talents. Employers with a culture that serves the social and environmental good and enact inclusivity strategies are the employers of choice for new generations.  

Culture challenge #5:

Corporate Social Responsibility

In many societies today, a lot of businesses and organisations have become entrenched in the communities where they based, becoming a part of the people, its culture and norms. Corporate social responsibility is often one way to drive this process. It is a business model that looks beyond just profit, instead, it seeks ways to drive sustainable growth, address societal problems and empower individuals. CSR is the future because it creates and drives customer satisfaction and loyalty by generating sustainable value by being ethical around the environment, society and profit-making and at the same time enhancing its employer branding. 

How We Can Help

  • We work with companies to help them design and implement the desired change by using OD interventions to build capacity, demonstrate value via people, and build a great workplace culture.
  • We perform a structured approach to identifying core issues & action plans to educate stakeholders around change.
  • We focused on cultural assessments looking into 6 main factors:

 Leadership, Purpose, Opportunity, Success, Appreciation, Wellbeing

 

  • We design and apply a step by step change in performance for individual leaders and for their teams as a whole aiming to enhance the team effectiveness in understanding and executing the business strategy.
  • We build the Culture & Capabilities that boost strategy, process, and execution. 
  • We help the business adopt Inclusion practices in the way of leadership and become savvy into Conversational Intelligence (CI).

Editor’s Picks

Culture challenge #5:

Corporate Social Responsibility

In many societies today, a lot of businesses and organisations have become entrenched in the communities where they based, becoming a part of the people, its culture and norms. Corporate social responsibility is often one way to drive this process. It is a business model that looks beyond just profit, instead, it seeks ways to drive sustainable growth, address societal problems and empower individuals. CSR is the future because it creates and drives customer satisfaction and loyalty by generating sustainable value by being ethical around the environment, society and profit-making and at the same time enhancing its employer branding. 

How We Can Help

  • We work with companies to help them design and implement the desired change by using OD interventions to build capacity, demonstrate value via people, and build a great workplace culture.
  • We perform a structured approach to identifying core issues & action plans to educate stakeholders around change.
  • We focused on cultural assessments looking into 6 main factors:

 Leadership, Purpose, Opportunity, Success, Appreciation, Wellbeing

 

  • We design and apply a step by step change in performance for individual leaders and for their teams as a whole aiming to enhance the team effectiveness in understanding and executing the business strategy.
  • We build the Culture & Capabilities that boost strategy, process, and execution. 
  • We help the business adopt Inclusion practices in the way of leadership and become savvy into Conversational Intelligence (CI).

Under Our Microscope

Finance and HR is shaping digital disruption

New Oracle and MIT Technology Review study reveals the human drivers of cloud automation as the roles of finance, HR, and IT evolve to meet …

Read More →

Eight in ten businesses recruit for digital transformation

Organisations are actively creating new positions to facilitate digitalisation efforts within the finance function over the next 12 months, reveals Robert Half’s report Digital transformation and …

Read More →

Why Corporate Social Responsibility (CSR) Is Still Important

“The role of CSR is not about writing checks or putting together fun volunteering events; but integrating purpose into the core business and leveraging the …

Read More →

Hybrid human/AI workforce – is your company ready?

  Business leaders say learning and L&D digitisation is key to successful transition to hybrid ‘human-AI’ workforce; but research reveals current frustrations with digital performance in L&D …

Read More →

AI will help SMEs compete with larger rivals

One in five (21 percent) medium-sized businesses in the UK believe that automation will help them compete with larger rivals, according to research from Centtrip. …

Read More →

Half of employees quit due to poor relationship with their boss

New research has uncovered a worrying divide in the relationships between line managers and their reports as half (49 percent) reveal that they have quit …

Read More →

Editor’s Picks

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