Understand how the current culture is perceived.
Gather sentiment and related data from the workforce to understand how your employees view the existing culture. Conduct company-wide surveys, talk to people, and look through exit interview documentation.
Understand what stays and what goes.
From the data gathered, you’ll identify key trends — what employees like and hate — about the organization’s culture. This can serve as a guide on what to keep and what to change.
Avoid sentiments.
It’s important not to let historical sentiments get in the way of progress. That’s a big reason why gathering input from multiple voices is so important; it not only illuminates what the culture is today but also helps determine the most positive and valued aspects of the company’s historical culture to carry forward.
Remain recognizable.
Ensure that the best of the company’s existing norms are preserved, and its fundamental values and history are woven into the new culture. This way, the organization isn’t thrown off by the new changes.

Make the right changes to your organization’s culture

How to Apply This