I like working for my boss. I like the people I work with. I like the work I do. I don’t like the organisation I work for.
It use to be said that people leave managers not organisations. Recently I get the impression things are changing. People want to work for an organisation that they can like. It may be one that is socially responsible, one that is not all about profit , one that doesn’t succeed by exploitation or simply one that treats it employees fairly. Of course people still leave jobs because they have a bad manager, fall out with their colleagues or want a more rewarding, fulfilling job. But in the past people seemed more prepared to put up with a bad organisation if factors closer to home were all right. The culture in some organisations is bad even if your manager is good, your immediate colleagues great and you enjoy the work. It is generally assumed that if the culture is bad the chief executive is to blame since they are said to set the tone. But did the culture arrive with the chief executive or did the chief executive inherit an unhealthy culture? A bad culture is reflected in the attitudes to Equality,Diversity and Inclusion (EDI), the excessive use of zero contracts, confrontational industrial relations, cutting corners when it comes to Health and Safety, ignoring financial procedures to speed up the process and secure the deal. Can one person realistically be expected to change such a culture? Organisational cultures are notoriously difficult to change. Look at the recent example of the Metropolitan police force. Most organisations have struggled with EDI irrespective of who has been the chief executive and how committed they have been to bringing about changes. Changing an organisations culture is a lengthy process involving more than just changing the person at the top. Certainly it has to be driven by the top and not just be flavour of the month but an on going championing of the cause which will need to continue as chief executives and senior managers come and go. A key element will be a recruitment and management development that ensures only those in tune with the desired cultural change are appointed and promoted.
If I was tasked with changing the culture of an organisation the first place I would turn to for help and support is HR. An influential, well respected, competent group of HR professionals can make a significant impact on the way things are done. They support managers who challenge bad practice. They champion good people management which in turn creates a safe and faire culture. If you want to change an organisations culture then start by having a strong HR presence at the top table.
Blair Mcpherson former Director author and blogger www.blairmcpherson.co.uk
