Cultural change is key – but how will you make it happen?
If you take a peek behind the curtain at any successful business, you’ll find that one of the keys to their success is effective human capital management. These companies begin with a clear vision, align people behind that vision and work hard together to achieve their common goals. It’s a proven formula.
Making this happen is a lot easier said than done, however. Not every employee is intrinsically motivated to help their organization pursue its greater vision. So a major goal in HCM is to get people to buy into your corporate culture. It’s important not to overlook culture as part of your strategy – having one can be the difference between being a true best-in-class employer and being just another also-ran.
Culture is a top priority
If there’s something missing at your organization in terms of employee engagement, there’s a good chance that culture is that one element you need, according to HR BLR. The news source recently reported on Hay Group’s “Real World Leadership” study, which found that “driving culture change” ranks among the top three leadership development priorities at global enterprises today.
“Culture is no longer seen as an afterthought when considering the business focus of an organization,” said Noah Rabinowitz, senior partner at Hay Group. “Culture is the X-factor. It’s the invisible glue that holds an organization together and ultimately makes the difference between whether an organization is able to succeed in the market or not.”
If you’re looking to develop a workforce that cares more, collaborates better and achieves together at a higher level, culture is a great place to start.
There’s plenty of work to do
Everyone knows that culture is a key priority. The numbers show that. Unfortunately, there’s currently a big gap between companies’ intent and action when it comes to culture. Korn Ferry found, according to HR BLR, that 72 percent of organizations agree on culture being “extremely important to organizational performance,” and yet only 32 percent actually have a culture that aligns with business strategy.
“Culture change occurs, ultimately, when a critical mass of individuals adopt new behaviors consistent with their organization’s strategic direction,” Rabinowitz said. “Leadership development can be the most effective tool to change behaviors. And when leaders change their behaviors, others do so, too.”
It’s clear that this is an area where HCM leaders still have more work left to do.
HCM technology can help
One way to do more for corporate culture is to use better technology for smoothing out any wrinkles in the HCM process. For example, consider the impact of using a single application for HCM rather than a disjointed mess of different solutions. If your entire process is streamlined and easy to use, it will instill a sense of empowerment among your employees can control their own schedule, employee information and more.o