Times of change are formidable moments, showing us who we are today and who we need to be in the future. During this time of extraordinary change, many organizations are finding that their cultures need to be more resilient and agile than ever to ensure the business can thrive.
So, where do leaders who want to create and sustain a resilient company culture begin?
6 Ways to Build a Resilient Company Culture
- Shared goals and direction — When leaders provide clear direction on what individuals and teams are accountable for, people can mobilize their energy effectively around shared goals. An example of success: Leaders and managers regularly highlight employees’ goal-oriented success stories in meetings and across company communication channels.
- Frequent, two-way communication — Having open lines of communication between employees and leaders is necessary for reaching and engaging people, sharing just-in-time information, and keeping a pulse on the needs of the company. An example of success: There are several regular, multi-format communications vehicles in place such as: monthly business updates, leadership video updates, internal social media engagement, etc.
- Flexible workplace — Successful organizations have cultures where leaders instill deep trust and high expectations across their teams, even when individual working hours, styles, and environments look and feel very different. An example of success: Employees would agree with statements like, “My manager trusts me to work effectively in the way that’s best for me.
- Shared sense of belonging — Organizations that prioritize and make space for frequent moments of high-quality connection among employees see improvements in organizational functioning and resiliency, employee physical and mental health, and overall team productivity. An example of success: Fun events such as virtual happy hours or informal meet ups are well-attended by a diverse cross-section of departments, employees, and leadership levels.
- Barrier-free collaboration — The new virtual business world is making collaboration barriers like silos and lack of visibility all the more apparent. Organizations will have to address the root cause of these issues by ensuring their cultures promote and support psychological safety, open information sharing, and collaboration. An example of success: Cross-functional teams are able to work quickly and effectively to achieve real results.
- Support for employee well-being — Neuroscientists have found that during periods of uncertainty, our brains need more time to recover before we can focus on the tasks at hand. It’s important that leaders support people during times of change by showing genuine concern for their well-being and giving them downtime from work. An example of success: Leaders regularly check in on the stress levels of the team — and take action to lessen pressure on employees.