There is currently an unprecedented level of change occurring in the workplace, and leaders must rely on their culture to navigate it. In fact, a recent study by Gartner found that culture is one of the main priorities for HR leaders in 2024. Here are some insights for cultivating a strong culture in your workplace.
Be intentional about what your culture is and isn't.
Culture is not a one-size-fits-all construct and should be guided by an organization's mission, values, and strategy. Be clear about what your culture looks like when done right within your context and constantly focus on those markers. At DeVry, we define our culture as a culture of care, with the belief that caring for our students begins with caring for ourselves and each other. We work tirelessly every day to prove that model.
Remember, culture is an output, not an input.
Attempting to change culture directly is bound to fail. Instead, be very clear about what your aspirational culture is, be very clear about how your current culture compares to that aspiration, and then use the culture to shape your culture. Focus your energy on moving, changing, and adjusting things around you. I often think of culture as flowing water. Water cannot be moved directly. If you want to change the flow of water, you need to move stones, dirt, and sticks around the water to change the shape of the flow. The same goes for culture. Reposition or strengthen culture by rearranging reward systems, communication patterns, organizational rituals, and leadership behaviors.
Create an environment where employees are passionate about the organization's mission.
Market talent has a strong desire to work for organizations that prioritize purpose. DeVry, for example, is deeply rooted in its mission. This gives our work a very attractive appeal. Because there is no part of our work that is not directly and deeply influenced by our culture of care and mission. To maintain employee engagement while promoting a culture of valuing employees, it's important to create an environment where employees are passionate about the organization's mission.
We put our employees first.
Putting employees first means prioritizing things like work-life integration and professional development. As leaders, we must lean into creating a workplace that considers the whole person, fosters work-life integration, and acts as a partner for physical and mental health. Leadership with compassion and empathy creates a sense of belonging and excitement about the mission within your team. This is what we have seen with his DeVry colleagues and students.
Provide growth opportunities for employees.
As a higher education institution, we recognize the power of education in increasing the mobility of our employees at every stage of their career. In an ever-changing job market, providing growth opportunities for employees helps organizations avoid losing key talent and provides room for team members to evolve within the company. Establishing and promoting a tuition benefit program is critical to the vitality of any organization and the professional journey of its employees. It is an untapped resource with limitless potential.
What are the important points? An organization's culture is the foundation of its success.
We articulate our purpose and values, hire people who share them, and empower our people to be leaders. Company culture determines whether a company thrives or declines during times of growth and change. Focus on culture and your company will reach new heights.