What does culture mean to us?
Maybe understanding what its role in the workplace is
Culture seems inseparable from who we are. It shapes how we think, communicate, and behave. This includes language, discipline, origin, family traditions, food, and even sexual orientation. When we enter the professional world, we have all these cultural elements and bring more threads to add into the workplace. Workplaces of today are the most diverse they ever have been, and hence it becomes very important to understand and respect cultural differences. This is the foundation stone for a positive company culture.
Understanding Culture
Culture can be said to be the root of how we view and interpret the world. It is a culmination of the values learned from our families, communities, and experiences, with associated beliefs and behaviors. Our backgrounds affect the way we think, speak, react, and even behave toward each other in a work setting. This diversity in thought and experience comes to be an enormous benefit as it begets a wide array of perspectives and ideas.
Edgar Schein, one of the leading organizational psychologists, defined culture as the “DNA of an organization” and how things get done around that particular environment. Schein conceptualized a model of organizational culture with three levels: artifacts, espoused values, and basic underlying assumptions. These levels outline both things seen and unseen about culture in a workplace.
Diversity widens our views and mental models. People from diverse backgrounds can bring new solutions and approaches; the result is creative problem-solving. For example, a study by McKinsey & Company reported that companies with higher diversity in their workforces deliver better financial returns than their less diverse peers. This constitutes tangible benefits that are derived by creating diversity within any organization.
The differences may, however, sometimes create misunderstandings and conflicts. What is acceptable or even beneficial in one culture may be offensive or detrimental in another. That is why setting up cultural principles within a company is important.
Establishing Cultural Principles
Cultural principles give a common ground to employees from different backgrounds. They set parameters around behavior and communication that allow all to understand the ‘ropes’ and feel safe. Principles like these raise an environment where diversity is celebrated and respected, allowing employees to be themselves without fear of discrimination or conflict.
For example, at Mendix, where I work, we have adopted “Mendix Blue” as part of our identity. Mendix Blue stands for customer-centricity, innovation, and teamwork. Furthermore, it symbolizes respect, inclusiveness, and lifelong learning. By fostering these values, Mendix has built a culture rich in the best talent and that has its workers being innovative and collaborative.
Managing Resistance to Change
Resistance to change is always met, particularly in those cases where that change seeks to alter very deeply entrenched cultural norms. The key to managing resistance is understanding the reasons for it. People resist change when they are firefighting, that is, constantly trying to correct the problems of a flawed system. In such a situation, change may seem too overwhelming to handle. Setting the right conditions for change entails tackling the root causes of resistance and providing support that will help employees adapt.
In his book “Leading Change,” John Kotter, one of the most famous contemporary experts on leadership and change management, emphasized knowing the reasons for resistance to change is an important way to defeat such resistance. His recommended eight steps to establish a sense of urgency and form a coalition of change leaders will facilitate the process of change in the right direction. Thereby, the alignment of employees to achieve the ultimate culture sought can be possible.
Cultural Challenges of Remote Work
This new way of working brought a new range of challenges regarding corporate culture. Most of the communication and interaction nowadays take place through digital channels such as Slack and Zoom, which quite often may cause miscommunication and kill the personal touch completely. Social media polarizes conversations and puts a premium on reactions. People tend to react more harshly online than they would in person — hence, conflicts and misunderstandings.
According to one of the studies about remote work, 20% of remote workers struggle with communication and collaboration. This goes to prove that companies should invest in strategies keeping the culture alive and embraced by all employees even when working remotely. For example, GitLab has prescriptive documentation on communication and collaboration to keep its culture tight despite the distances.
Strategies to Maintain Culture Remotely
1. Regular Check-ins and Open Communication: Regular virtual meetings can create a sense of being connected and part of a community. Leaders should embrace open communication and ensure that all employees feel comfortable in airing out their thoughts and concerns.
2. Inclusive Virtual Events: Online events, from team-building activities to online workshops or other social events, can be done to ensure camaraderie and belongingness for the remote worker.
3. Guidelines on Digital Communication: Clear stipulation of how digital communications should be conducted will avoid misinterpretation of intent and ensure respect and productivity in interactions.
4. Digital Tools: Providing staff with the tools and training required to work collaboratively as a remote team is highly important. This also applies to the provision of suitable communication tools and platforms supporting project management and productivity.
5. Employee Appreciation and Feedback: It is essential to recognize the employees’ efforts from time to time by way of constructive feedback, which raises morale and reinforces the good aspects of company culture.
Conclusion
Culture is a very important aspect of our personal and professional lives. A positive, inclusive work environment is realized through the acceptance of diversity and well-defined principles of culture. The resistance toward change has to be managed by the companies concerning the challenges of remote work in an effort to keep their cultures strong and vibrant. This would give them an atmosphere wherein every employee feels valued and respected for his or her input.
It is not just a question of keeping everybody in harmony. Rather, it would be a dynamic, vibrant environment where diverse ideas are thriving. As we look into the future of work, and in particular with remote and hybrid models, businesses must never stop investing in the cultural framework that keeps their workforce involved and motivated. As the famous management consultant Peter Drucker once said, “Culture eats strategy for breakfast.” No matter how great a company’s strategy may be, it can only succeed if supported by a strong, cohesive culture.
Understanding the different cultural backgrounds from which the employees come and framing principles based on lines of inclusiveness and respect, companies can create an atmosphere that not just survives but thrives when change strikes. As we move into the future, let us bear in mind that culture is not to be institutionalized; it is the living and breathing part of our organizations that needs constant nurturing and attention.
