Three Sixty Safety makes a distinction between a company’s “real” (or “current”) culture and the desired or “strategic” culture. The real culture is the culture that actually influences people’s behavior, while the desired culture is the culture that the company wants to have in place to support the achievement of long-term goals. The most successful organizations are those where the real culture and desired cultures are closely aligned.
To achieve and maintain coordination of real and desired cultures, a company needs to have an effective cultural management process in place.
Six Step Culture Management Process:
Step One: Define the desired culture. What is the culture that will most effectively support the achievement of long-term goals?
Step Two: Identify the current culture. What is the culture that is currently influencing employee behavior? This step requires the collection of input from employees throughout the company regarding their perceptions of the current culture.
Step Three: Identify and analyze differences or gaps between the desired culture and the current culture.
Step Four: Develop a culture management plan which identifies objectives and goals to build on the strength of the current culture while closing the gap between the current and desired culture.
Step Five: Communicate. The culture management plan should be communicated throughout the company. All employees should be accountable for culture management goals.
Step Six: Regularly review progress of the plan and employee performance. The plan should be reviewed and if necessary, updated at least quarterly.
Contact Three Sixty Safety to request information about our Safety Perception Survey or to schedule a time for our safety consultants to visit your company.
Be well and stay safe.