Company Culture Is Changing. How Should Companies Adapt to These New Ways?

Over recent years, company cultures rapidly changed. The pandemic required organizations to revamp how business is done entirely, and the impact went far beyond operations. Additionally, employee and job candidate sentiment shifted, requiring companies to meet new expectations in order to boost recruitment and reduce turnover.

At times, adjusting to new company culture is challenging for businesses. However, it’s essential for organizations that want to remain competitive. Here’s a look at how companies should adapt to their shifting cultures.

Involve Employees at Every Level

When assessing your company’s culture, limiting participation to just upper management isn’t ideal. The employee experience varies across the organization. An appropriate representation in analysis conversations or discussions about potentially beneficial changes is essential for ongoing success. As a result, businesses need to involve workers at every level.

Ideally, companies should implement a multi-faceted approach when reviewing the company culture, including its current state and existing shortcomings. Using a combination of town halls, managers’ meetings, anonymous surveys, and one-on-one discussions with representative employees often yield the best results.

Just make sure that all workers feel they can speak freely without fear of any ramifications or retaliation. The goal is to cultivate a culture that serves everyone well, so honest feedback is necessary.

Don’t Roll Back Pandemic Changes Suddenly

During the pandemic, many companies created new (or broadened existing) remote work and flexible scheduling policies. This was to make navigating challenging situations easier. Once the worst of the pandemic passed, many organizations began debating returns to the previous way of doing business, such as requiring employees to return to the office or requiring stricter work schedules.

While whether ongoing flexibility and telecommuting options can continue does vary by industry. However, regardless of what works best for the company, it’s critical to consider the employee’s perspective. Maintaining some degree of flexibility and remote work options may provide teams with better work-life balance, so many may resist a sudden full-time return to the office. Additionally, any rapid change is inherently difficult to navigate, increasing stress levels and frustration.

If you need to roll back any pandemic changes, use a slow-and-steady approach. Give employees time to adapt and listen to their concerns. Address issues quickly, using transparent communication regarding why these decisions were made. Make sure to keep as much flexibility as can be reasonably offered, too. Otherwise, professionals who aren’t interested in a full-time return to the office may quickly seek out opportunities elsewhere.

Support Ongoing Wellness and Mental Health

Overall wellness and mental health were increasingly priorities during the pandemic. While COVID-19 fears are subsiding, the emphasis on mental health and wellness remains part of the equation, and that isn’t likely to change in the coming years.

As a result, wellness and mental health need to become part of company cultures. Doing so makes employees feel valued and supported, reducing stress levels, boosting job satisfaction, and improving productivity. Plus, subpar wellness and mental health benefits will harm retention in the current climate, particularly if competitors outperform your company in these arenas. By embracing them, the opposite often occurs, making it easier to cultivate a standout culture that attracts and retains talent.

Connect With Our Team Today!

Ultimately, company cultures are changing, and adapting to these shifts is essential. If you’d like to learn more or are interested in partnering with a leading recruitment agency to support your hiring needs, Selectek wants to hear from you. Contact us today.

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