How to Manage your Organisation Culture - Peoplecube.ai

Organization Culture is the most sought after topic among CEOs and CHROs globally.Even with this enormous interest and many players, consultants in this market, still Organisations are struggling to understand What is Org Culture? How to manage it? And how to Augment it?

Many have confused it with Engagement, though it’s just an outcome of the Culture. If Strategy is the Brain, Culture is the heart which is central to the running of the body both Physiologically and Emotionally. Engagement is how the Organs function based on the Oxygen supplied by the Heart and the Neurological directions given by the Brain.

Culture has to begin at the top. Cascade down in terms of policies, procedures and actions. If the employees believe that the Sr. Management does not ‘Walk the Talk’ then the whole purpose gets defeated.

The most important part is measuring the Culture rightly to Manage it well.

@Peoplecube.ai we work with the Management to first understand their Business Strategy and their outcomes.

Next we objectively measure the Culture (in tandem with Engagement) to identify the current Culture maturity.

Once we have the current and future understanding we build the roadmap using our 3.0 approach of Holistic -> Pulse -> Nudges.

We work with the companies for a year so that we can alter their behaviour at the engagement level and the Culture level across the Organisation.

Simultaneously we try to gauge the impact of these interventions on the business outcomes. As the outcomes improve or not, we change the pulse and nudges to change behaviours to achieve the desired results.

This gives the confidence to our customers that we are not just presenting some reports or some generic recommendations but are genuinely interested in their people and their business outcomes.

For further details on how we do it and a DEMO please visit www.peoplecube.ai.

                                                    Organization Culture 

Importance of Leadership in Organisation Culture - peoplecube.ai

 Organisation culture is a set of values, norms and practices prevalent across the echelons of a company. Its like the norms of a family or a society, which is omnipresent and impacts your conduct, interactions and your decision making.

A company’s culture is set in an implicit manner by its Founders. The Founder’s values are the company’s values. As the company grows, more people with different value systems and cultural background join. At this point, The founder or the CEO can take the decision to modify its culture considering the new additions or impose the founders culture.

When a company is small in size and less diversified, the employees understand the push-andpull in the company and tag along with the top-down culture. But when it outgrows the boundaries of a location, country or employee-size, then Culture gets set by what the leadership says, does and measures.

For e.g. James McNerney was the CEO of a GE Business Unit. GE followed Statistical Control and Process-Orientedness using the methodology of Six Sigma. GE made Quality a structured approach and succeeded quite well in its pursuit of Quality Management across the board.

When McNerney moved to 3M as its CEO, (2001-2005) he injected the same philosophy of Six Sigma at 3M. 3M was an innovation driven company and gave a lot of freedom for ideation and failure. But when the Leadership made Innovation a structured approach it failed to elicit new ideas and new innovations, leading to a fall in 3Ms revenues, and a fall in employee engagement.
He changed not just the structure and processes but also the Culture (the heart of an Org). This imposition led to disengagement which led to falling revenues, eventually leading to his exit.

The above example shows how Leadership plays a dominant role in setting, practicing and communicating the Organisation Culture.

For further details on how we do help organisations with their Culture & Engagement please visit www.peoplecube.ai