How can you avoid common mistakes when changing company culture?

Changing company culture is not easy. It requires a clear vision, a strong commitment, and a lot of communication. But even with the best intentions, you can still make some common mistakes that can derail your efforts and create resistance among your employees. Here are some tips on how to avoid them and foster a positive and lasting culture change in your organization.

1 Align with strategy

One of the biggest mistakes you can make when changing company culture is to do it without a clear link to your business strategy. Culture change should not be a cosmetic or arbitrary exercise, but a strategic move that supports your goals and values. Before you start, make sure you have a compelling reason for why you need to change, how it will benefit your customers, your employees, and your bottom line, and what are the specific behaviors and outcomes you expect from the change.

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Louise Myson

Strategic Culture Change | Organisational Effectiveness & Alignment | Executive Team Alignment | Strategic Narrative Development & Activation
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I completely agree with this - culture is not a 'nice to have' - it's the determinant of whether your strategy will succeed or fail. Recognising that your culture can either act as a strategic accelerant or a brake, and therefore granting it the time and focus it deserves is almost step number one in starting your transformation on the right foot.

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2 Involve your people

Another common mistake is to impose culture change from the top down, without engaging your people in the process. Culture change is not something you can dictate or mandate, but something you need to co-create and nurture with your employees. They are the ones who will live and breathe the new culture every day, so they need to understand it, believe in it, and contribute to it. Involve them in defining the vision, the values, and the actions that will shape the new culture, and solicit their feedback and input along the way.

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Dr Gillian Fowler, PhD

Positive Change | Head of Marketing & Communications - Mocean Energy | Mindset, Engagement & Culture | Walking spinal community ambassador | Collaborative Researcher
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Employees throughout the organisation need to be able to understand and connect to the culture change, what is driving it, how they play a part and what will be the benefits to individuals and the business. Senior management should engage, communicate and give a platform for feedback from all, and be willing to address, adapt and show leadership skills to assist the process of change. Ideally use different ways to communicatethe change, making sure this is achieved from initial concept to roll out and measurement thereafter.

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Louise Myson

Strategic Culture Change | Organisational Effectiveness & Alignment | Executive Team Alignment | Strategic Narrative Development & Activation
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I agree with this in principle but timeliness and format for this engagement is key. For instance, engaging your people in the need for change before your senior team is a) aligned to the need for change and b) demonstrably seeking to role model the desired culture (and admitting their mistakes when they get it wrong) is a mistake I see time and again. If you go too far and deep with your engagement initiatives before your top team is making a step change, all your efforts will ultimately ring hollow.

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3 Communicate consistently

A third mistake is to communicate culture change inconsistently or infrequently. Culture change is not a one-time event, but a continuous journey that requires constant communication and reinforcement. You need to communicate the purpose, the progress, and the impact of the change regularly and through multiple channels, such as meetings, newsletters, intranet, social media, etc. You also need to communicate the expectations and the rewards for adopting the new culture, and celebrate the successes and achievements of your employees.

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4 Model the change

A fourth mistake is to expect culture change from others, but not from yourself. Culture change starts with leadership, and you need to model the change you want to see in your organization. You need to demonstrate the new values and behaviors in your actions, decisions, and interactions, and show your employees that you are committed and accountable to the change. You also need to empower and support your employees to make the change, and provide them with the resources, training, and feedback they need.

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5 Adapt to feedback

A fifth mistake is to ignore or dismiss feedback from your employees, customers, or other stakeholders. Culture change is not a static or linear process, but a dynamic and iterative one that requires constant learning and improvement. You need to monitor and measure the results and the impact of the change, and collect and analyze feedback from various sources. You also need to be open and responsive to feedback, and willing to adjust and adapt your approach if needed.

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Dr Gillian Fowler, PhD

Positive Change | Head of Marketing & Communications - Mocean Energy | Mindset, Engagement & Culture | Walking spinal community ambassador | Collaborative Researcher
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Over the years, I have on occasions seen management remove or ignore feedback rather than address. Don’t fall into the trap of disregarding what employees have to say. Even if you don’t agree, respect should still be given and address all points. Lead by example; we each have a part to play in delivering the desired company culture.

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6 Be patient and persistent

A sixth mistake is to give up or lose momentum when changing company culture. Culture change is not a quick fix or a short-term project, but a long-term investment that takes time and effort. You need to be patient and persistent, and not let setbacks or challenges discourage you or derail you. You also need to maintain a positive and optimistic attitude, and inspire and motivate your employees to keep going and embrace the change.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you avoid common mistakes when changing company culture?

1

2

3

4

5

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7

1 Align with strategy

2 Involve your people

3 Communicate consistently

4 Model the change

5 Adapt to feedback

6 Be patient and persistent

7 Here’s what else to consider

Culture Change

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How can you avoid common mistakes when changing company culture?

1

2

3

4

5

6

7

1 Align with strategy

2 Involve your people

3 Communicate consistently

4 Model the change

5 Adapt to feedback

6 Be patient and persistent

7 Here’s what else to consider

Culture Change

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