By Sneha Bokil - February 25, 2020 4 Mins Read
IT leaders need to put culture front and center while expanding globally or hiring new team members.
C-suite executives and IT leaders need to focus on maintaining a dynamic and progressive work culture, to grow their organizations since it can be a significant factor in driving business success. Scaling of values and organizational behavior is essential, especially while the company is growing.
there are ways to ensure that company values do not get ignored and that the team unites on the common beliefs and behaviors as it goes through business transformation.
Maintain a strong sense of community
One of the key roles of IT leaders is to make efforts to maintain a strong sense of community, and ensuring that the basic values of a company are not ignored while achieving huge business success. As technology becomes the biggest growth driver, there may be instances where the value sand basic company culture is compromised for bigger profits. However, keeping the employees unified and ensuring the company values are steady, falls to the leadership.
IT leaders can align managers on certain expectations and goals to put culture first. This will ensure smooth transitioning of the company’s growth to the next phase. It is imperative that leaders bring teams together on the same ground, before rushing to execute. Organizations can also provide incentives for leaders to make culture a priority and measure their progress through actionable steps.
Engage in two-way communications
IT leaders should engage in face-to-face interactions with team members and listen to their concerns And every change in the company dynamics. Conducting regular all-hands meetings and skip-level meetings are essential to maintain a line of communication. Moreover, executives can celebrate work anniversaries of employees to develop a regular cadence of interaction. This type of two-way communication allows leaders to get real-time feedback from their team on everything – their team management style, or the changes in business goals.
It makes sense for leadership teams to go the extra mile, maybe even travel to various offices to meet IT, team members, if they are located in different locations. If travel is not feasible, they can arrange for a “meet and greet” program during the new hire onboarding process to help connect with new employees.
Maintain traditions in the company
To establish a strong and close-knit culture in the company, it is essential to start as well as maintain certain traditions. Traditions could mean anything from team lunches to team outings as employees look forward to them and often associate with their best memories. Today, organizations have offices spread across the globe, establishing company-wide events that cross over the different offices provides a common experience and builds corporate culture through a shared platform of traditions and connections.
Nurture a learning culture
IT leaders need to take initiatives for reimbursing tuition fees and licenses for online e-learning programs. Offering to assist employees in their professional growth demonstrates a commitment to their career growth. A learning culture encourages exploration and creativity among employees and, at the same time, it helps in building a community where they feel valued and are encouraged to pursue their interests. In the process of growing, adopting new technologies or expanding to new geographies, a strong and steady company culture keeps the change management grounded and the employees secure.
A strong workplace culture gives a company the power to not only motivate its employees but also enhance its reputation as an employer. Today, organizations are facing the skills gap and lack of talented professionals; hence it is more important than ever to build and scale a positive, dynamic workplace culture that assures employees of their value to their company.
Sneha Bokil is a Senior Editor with OnDot Media. She writes editorials on an array of topics ranging from IoT, AI, ML, and cloud computing, among others. She has over 9 years of experience in the field of content creation, where she has written on technology, both enterprise and consumer, and finance.
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