Your organization is undergoing a culture change. How do you keep employees engaged in embracing new values?

The 4 main streams I personally keep an eye on along any cultural transformation project to ensure success are: - Be deliberate and decisive on what should be changed. - Always find what’s in it for the employees and let them know it well. - Trust that always people will be divided into Believers, Neutral and Skeptics. - Give it time, don’t rush it.

Culture change is one of the most challenging experiences for an HR professional and for all leaders in the organization as well. We consider every top manager/manager/ coordinator/ team leader, are key for the success of cultural change. They need to make sure that their team understands the need for change, and how everyone can contribute. Encourage and recognize progress. Discuss obstacles, fears and find ways to overcome them. From my experience, attitude and enthusiasm of every top manager/manager/ coordinator/ team leader; their capability to understand, accept and lead through this process is key for the success of organizational change.

Culture change in an organization requires a clear and compelling vision to guide the transformation. Communicating this vision effectively is crucial, as it sets the direction and provides a sense of purpose for all members of the organization. Leaders must articulate the vision in a way that resonates with employees at all levels, connecting it to their daily work and the overall mission of the organization. By consistently reinforcing the vision through multiple channels—such as meetings, written communications, and personal interactions—leaders can inspire commitment, align behaviors with the desired culture, and create a shared understanding that drives the change forward.

A mí me ha resultado útil primero asegurar que los cambios son difundidos por ejemplo como ejercicios integradores de capacitaciones o dinámicas para favorecer el desempeño en el sistema de score del colaborador, solo como primer elemento para asegurar que se conocen, para favorecer el compromiso remarcar a aquellos colaboradores que promuevan dichos valores y sean reconocidos con ese motivo con alguna insignia y aumentar su score del sistema, unido a un sistema de Kaizen puede proporcionar un ambiente de trabajo favorable y competitivo

The most helpful method I have used is starting with the end point and then genuinely asking employees how we get there, what it feels like, what we need to change or embrace to get there. I have found that without clearly mapping it all out and presenting the path, people engage as they can influence the change.

Listening to the voices also helps the management understand the people's perspectives and deep concerns which when known can be addressed promptly and help to push the change forward.

Involve Employees in the Process**: employees to participate in the change process. This could be through feedback sessions, workshops, or task forces. Involvement fosters a sense of ownership and commitment.

Cuando se da el espacio para aportar desde el puesto de trabajo de cada colaborador, surgen nuevas propuestas y se van empoderando y con ello van construyendo la cultura deseada.

Design a learning program that adds value to both the organization and its people. Embracing changes could mean an opportunity for growth—learning new skills, gaining fresh perspectives, and adopting new ways of working that keep everyone continuously relevant and growing alongside with the organization.

Implementing well-structured training programs is critical for equipping your team with the necessary skills for adapting to a new culture. Customize these programs to target specific changes and competencies, showcasing your dedication to both employee development and organizational success. This approach facilitates smooth integration and enhances overall job satisfaction.

Reskilling or upskilling the employees also instills in them the confidence to take up the change. It indicates that the management is mindful of their fears and their growth. Training will fast track the change process.

**Provide Support and Training**: Offer training sessions and resources to help employees understand and adapt to the new values. Providing ongoing support helps reduce resistance and anxiety.

Great leaders don't just talk about change—they live it. By embodying the values and behaviors we want to see, leaders become role models who inspire others to follow suit. Their commitment to demonstrating new attitudes helps to make cultural change not just a goal but a reality. True leadership transforms vision into action.

Leaders not only steer the wheel,they influence, inspire and build trust whilst actioning the vision the mechanic way-we doing this together.

Lead by Example**: Leadership should model the new values in their behavior and decision-making. When employees see their leaders fully embracing the change, they are more likely to follow suit.

Sin duda el líder debe ser un modelo de los cambios que se quieren introducir para lograr el cambio cultural, debe tener una actitud positiva y demostrar coherencia en lo que piensa, dice y hace.

One tip I’d like to add: Make recognition specific and aligned with the cultural values you're aiming to instill. Rather than generic praise, highlight exactly how an employee's actions reflect the new values. This not only shows genuine appreciation but also helps reinforce those behaviors across the team, making the connection between individual efforts and the larger cultural shift even clearer. A well-placed, thoughtful acknowledgment can be a powerful motivator for continued growth and adaptation.

By rewarding and recognition employees get excited about the milestones and are encouraged to continue being part of the change that is happening.

**Recognize and Reward Compliance**: Acknowledge and reward employees who demonstrate a commitment to the new values. Recognition can reinforce positive behavior and encourage others to embrace the change. These strategies can help create a smooth transition and foster a culture that aligns with the new organizational values.

The recognition of efforts. Acknowledging employees' efforts, whether for small wins or significant milestones, is essential in reinforcing the desired cultural shift. By implementing a system that celebrates these contributions, you not only show appreciation but also create a motivating environment that encourages further engagement and commitment.

Once the initial launch and communication is done, one of the key factors in sustaining cultural change, is integrating it with the systems and processes that everyone regularly interacts with. Your rewards and recognition programs should have awards - big and small - that are directly tied to the exemplification of the values. Your performance management and feedback should include language on how well people demonstrate the values that make people successful. You might even have some values that can be directly linked to level based competencies. Through these changes, you'll ensure that the values are never far from people's minds.

It is like a wave for a surfer. In fact the momentum can't be just "a moment". Momentum phase must stay energetic as long as possible and be followed by new engagers that will be constantly joining the culture change motion. Here is what you can do to stay on the wave: - Organize workshops with tasks, working in groups, common problem-solving (I loved the ones in my company, where we used a Mural tool), - Be yourself an example of engagement and simply keep people open to culture change every single day: by saying "hi" and starting small talks, by presenting results of actions to your team, by asking the executives the questions, - Be a storyteller - show that you live and breathe new values and how they influenced your work.

En mi experiencia las claves son Colaboración y dar voz a las personas, comunicación y liderazgo con el ejemplo, sobre todo del CEO que comparta la visión, la visión y los valores - lo demás vendrá solo. 100% asegurado!

Encouraging continuous dialogue and improvement is crucial for maintaining engagement. When employees see that their feedback and contributions are valued, they are more likely to stay invested in the culture change. This continuous loop of communication and refinement helps in addressing challenges as they arise, preventing the process from stagnating.

To ensure culture change sticks, keep the momentum high. Regularly revisit and reinforce new values and goals. Measure progress, foster ongoing dialogue, and embrace continuous improvement. Stay flexible and committed—this keeps the culture shift relevant and deeply ingrained in daily practices. Prioritize this process to make sure the change isn't just a phase but a lasting transformation.