So how do you change a negative culture?

Well firstly the answer is not overnight!

It has been a tough time in many organisations in the last 7 years. Wearing my HR, training or coaching hat, I have witnessed firsthand large scale redundancies, shut downs, restructures, employees working lots more hours or covering bigger workloads, pressure on costs and targets and the bottom line, higher expectations, stress and more. For many long standing organisations that have weathered the storm the result can inadvertently be the development of a negative culture.

Working across industries and sectors from engineering to hospitality, care to construction and many in between it is becoming increasingly common for me that when I work with a new client there are often issues with culture. Them and us, toxic employees, resistance to change, negativity, de-motivation or disgruntled people.

I work with start ups that seem to have a more refreshed approach, benefitting from the current improved climate. No history to contend with and a fresh new culture. This is all very well, but what do you do when that negativity, like rot has set in and is spreading.

I have worked successfully with organisations changing culture and this is a long term approach that takes both dedication and some pain initially. It is a process that is entirely individual to the organisation and its needs, but here are a few key points I have noted.

Firstly, you need to listen to what the issues are. Even if you think you know.

There are many ways to do this, forums, engagement surveys, group meetings, team coaching or one to ones. However you chose to listen it should be about giving your people a voice to air the concerns. Only when you let it all out the bag can you clearly work out how to clear up the mess.

The information you gain may be painful but it is also valuable. It gives you inside knowledge on how to improve and change your culture. What is going well and can be built upon and what are the problem areas.

Secondly, you need to respond with answers. What are the issues, what needs to change, what are you going to do about it? Whether this is organisation wide or small groups give the feedback promptly, honestly, consistently and admit what is wrong. This is the time to depersonalise and focus on the bigger picture. Not easy I grant you, but hugely necessary.

I advise seeking input on the proposals for change where you can. Ask and listen. Don’t miss a chance to seek new ideas and ensure buy in. To change the culture you need people on board with what you are doing. The most effective way to achieve this is involve them. Break down the” them and us” barriers and work together to change.

The key is often communication. Listening and responding is a simple thing, but getting it wrong can cause negativity to breed further.

Thirdly. Get your foundations in place. Ensure you have effect contracts and policies and procedures. Up to date, in line with legislation and fair. Then use them. Act with consistency as nothing encourages them and us more than perceived mistreatment or inequality.

It may seem a simple thing but in my experience even putting these in place can be a “delicate” process with unhappy people and a negative culture. But once complete gives a platform to grow the positive aspects such as appraisal, development and training and ultimately engagement and motivation.

Finally, don’t fear change, embrace it. It is a difficult and long process to turn a culture round but success can result if minds and ears are open to listen and then commit to the changes.