4 Ways To Rebuild Your Organization’s Culture In The Post-Covid-19 World

As we embark on new work models, it will be critical to keep an eye on connection and culture

Don’t worry, you didn’t click on an article telling you (for the millionth time) about the “new normal.” About how we should all be rushing back to the office to reclaim our old, pre-Covid-19 office environment as a part of the “return to work” narrative. We know it isn’t that simple, and what we are “returning” to looks vastly different from 18 months ago. In that time, job roles have changed, offices have changed (even disappeared), and we have all changed personally. 
 

So, how do we rebuild and strengthen our organization’s culture amid all of that change? Despite all of that change? Keep reading to learn four ways to reclaim, rebuild, and — dare I say it? — strengthen your organization’s culture.

But first, let’s take a quick look at some ways Covid-19 has specifically affected company culture. Business leaders witnessed how difficult it is to maintain a workplace culture with a more remote workforce. Many got creative with Zoom lunches, virtual happy hours and activities, or online recognition celebrations. As a result, we experienced some serious digital fatigue. As we embark on work models that are hybrid, fully remote, fully in the office, or a combination of all three options within one company, it will be critical to keep an eye on connection and culture.

Here are four ways to rebuild company culture.

1. Provide Empathy and Flexibility

There is no one-size-fits-all culture-building strategy for organizations reopening their offices. Some employees will want to stay home and some will want to return to the office. Some employees still have children at home and want to work remotely for that reason. Others will prefer to work remotely because they enjoy the rhythm they’ve found at their home office. 

No matter what route your employees take, they’ll want to feel supported. Make sure your organization provides empathy and flexibility to arm all of your people with tools for success. One example is to implement a “digital first” model that, despite people being in person, requires considerations be made for dialing in and connecting virtually. This sends a signal to the whole company that your remote employees are just as valuable as those who return to the office. It also goes a long way in recognizing that not everyone is ready to rush back to the office and ensures that everyone feels included and connected.

2. Turn Your Words into Action

Over the past year, a lot of new initiatives were put in place, and several hot topics moved to the forefront of organization awareness — DE&I, social justice, gender inequality, and more. In response, many organizations made public statements, posted articles to social media, or made some other attempt to put their flag in the sand of these topics. These initiatives and the claims around them are meaningless if they’re not backed up by actions and change. Supportive sentiments and best intentions often fizzle out before any real action is taken or any change is accomplished. To ensure what you say becomes embedded in your company culture, consider sponsoring community service events or offering virtual training or counseling related to those topics to show employees that you meant what you said. The point here is to find ways to live your core values and help your employees do the same.

3. Prioritize Teamwork Over Silos

As work structures have shifted and roles evolved, organizations have become more skills-based. Covid-19 sped up that evolution. People are increasingly hired based on talent, rather than the title they desire or the seat they hold. With this skills-based economy comes a greater need for teamwork and agility. With roles changing or dissolving faster than ever, your organization needs communication and collaboration that’s more effective than ever before. Not only will shared work and improved communication help the bottom line, it will also improve culture and connection. Use this to your company’s advantage. You will likely need to evaluate your tech stack and communication processes to get it right, but the results will be worth it.  

4. Empower Your Managers

As mentioned above, we are experiencing a new work operating system that is more about talent than jobs. Not to mention, many organizations are facing the effects of turnover, explosive growth, consolidation of roles, or all three. Any of this will require a lot from our managers. Make sure your managers are empowered and equipped to participate in the cultural rebuild. As we know, no one person or initiative will solve this situation.

Dispersed We Work, United We Stand?

As the old saying goes, the only constant is change. In the current environment, we must sharpen our soft skills and prioritize our focus on our people if we want to stay competitive. According to a recent Microsoft survey, 41% of employees plan to leave their job within a year. So, it goes without saying that improving culture is more important than ever. And with 30% of Americans stating they never want to return to an office, we must learn how to stay connected while apart. 

Evaluate your tech stack to make sure you have the platforms for connection. Examine how you are using them to ensure people feel included, connected, and supported. Don’t forget to ask for feedback to learn how you are measuring up and how your employees are feeling. It doesn’t have to be a grandiose gesture or a calendar of activities to keep everyone connected (although lavish bonding trips for remote companies do sound appealing).

Summing It Up: Get Personal

Rebuilding or strengthening your company culture will take an integrated approach. You need to achieve personal connections and conversations if you hope to turn the tide within your organization. For example, one way to support your managers so they can in turn support others is to offer management training, ongoing education, and regular check-ins to ensure their cup is optimally filled. It’s the only way they can pour out empathy and support to others. 

This effort will require all hands on deck and prioritizing unity and teamwork. This is an ongoing effort and not one you can “set and forget.” Regardless of which steps you take or which actions you want to implement, make sure empathy and flexibility are at the forefront. We’ve all endured a lot of change and stress in the last year or more, and more is no doubt coming down the pike. Sharpen your soft skills, focus on your people, and create a culture that will attract and retain the best people out there. 

Jeff Gelinas is President of Recognition & Engagement at Engage2Excel Group and leads the business strategy for the brand. He previously held the position of Vice President of People and Product at Engage2Excel (E2E), where he made a significant impact driving the product strategy road map and positioning E2E as an industry leader. Prior to joining Engage2Excel, Jeff was the Talent Acquisition Product Management Leader at IBM and was responsible for the product development of IBM/Kenexa’s talent acquisition solutions.  Visit www.engage2excel.com  Connect Jeff Gelinas