Changing Corporate Culture: Acknowledge and Celebrate Success

Step 3 – Acknowledge & Celebrate Success

By the time you have arrived at step three in the cultural change process employees should have a solid understanding of the culture that you are moving towards (Step 1: Educate and Encourage) and you should have defined expectations of how they fit into the new culture (Step 2: Define Expectations). The purpose of step three is the long-term acceptance of the change by the staff, not management.

Why acknowledge & celebrate
After seeing many new business ideas come and go over the years, employees innately learn to “wait and see” if change is going to last before they embrace it. Think about the many companies that have unsuccessfully tried to embrace a matrix organizational structure only to revert back to a hierarchical structure. With time, employees learn that many business ideas are initiated and then fade away in short cycles, often over the course of just a few months or years. Because of this, employees often wait to adopt new practices wholeheartedly until they see that the initiative, and their personal investment in that initiative, will succeed. It is for this reason that employee’s must be reinforced through acknowledgement in order for employees to embrace cultural change.

What it looks like
In the example of building a culture that embraces business development, encouragement can be accomplished by the CEO and others in upper management taking the time to walk into individual’s offices just to say “thank you” for bringing work in the door.  This brief moment of acknowledgement will ensure that the individual knows what they did was important and appreciated by the highest levels of management.  In addition to acknowledging employee efforts you can celebrate success through popping a cork on a bottle of champagne when a new client signs up, or with bagels the next morning for the department with a note of thanks. The important thing is to ensure that individual efforts are noted and appreciated. Once these efforts are clearly established through this process it is time to move on to reward the success (Step 4).

Why companies never initiate this step
The primary reasons companies do not succeed in this stage is the large amount of effort that it takes to acknowledge and celebrate success. It is very easy to hire a consultant to provide education, and managers’ typically don’t mind defining new expectations for their staff, but managers must make a purposeful effort to acknowledge individual contributions. Unfortunately, this often goes undone, resulting in the failure of employees embracing cultural change.

//
http://pagead2.googlesyndication.com/pagead/show_ads.js

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s





%d bloggers like this: