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of organizations say that "how we build culture" is the aspect of the employee experience that has changed the most due to the pandemic.

 

agree that culture is crucial when implementing flexible working.

 

see an improved culture as critically important to driving business outcomes, and attracting and retaining talent.


Challenges

 

  • Overcome command and control towards trust and responsibility
  • Break the silos to foster collaboration and innovation
  • Create a genuine customer-centric mindset
  • Cultivate openness and curiosity to become truly inclusive
  • Nurture mindfulness to become sustainable at the core

 

Culture is the glue that holds an organization together 

As your organization moves toward the future, culture is the most critical variable for your success. It is culture that will dictate engagement, productivity and retention levels and culture that will ultimately enable — or scuttle — your business strategy.
 

That’s because culture underpins every aspect of how your organization functions — from how decisions are made to how feedback is given; from how your organization learns and develops itself to how employees join or leave you. It is the glue that holds your business together.
 

Culture must therefore be understood as an organizational capability and developed in close conversation with your corporate strategy. It is only by shifting and aligning culture to fit your new priorities that you can achieve real transformation.
 

How do we change culture?


Design desirable culture

A jointly designed target culture brings people together and projects a desirable future for every employee. The targeted culture is ambitious and in line with the strategic direction of the organization. It builds upon the strengths of the current culture and contributes to the necessities of the future.


Reflect on existing behavior

An authentic and genuine reflection on the current culture and related behavior is key to successful transformation. It generates a picture of reality, triggers the process of behavioral change and creates a strong call to action.


Remove culture barriers

In a joint effort, artifacts and standards are identified that prevent people from acting in line with the targeted culture. Written and unwritten rules will come to the fore and will be questioned. Redesigning or doing away with such rules will remove the obstacles to adapting to the new normal.


Invite to develop 

The entire transformation journey is an invitation for employees to engage in developing both the organization and themselves. It is a promise that must be kept. Within the emerging organizational learning process, new ways of working are being explored and internalized.


Activate every employee

Through leadership alignment and development, leaders start acting as role models and actively shape change. Continuous communication addresses the barriers to transformation. Real dialogue and participation generates acceptance and engagement within the workforce, activating everybody for the future.



Our experts 

Ravin Jesuthasan

Ravin Jesuthasan

Global Transformation Services Leader, Mercer

 

 

Kai Anderson

Kai Anderson

International Workforce and Organization Transformation Leader, Mercer

 

 

Melissa Swift

Melissa Swift

US Transformation Leader, Mercer

 

 

Lewis Garrard

Lewis Garrard

Singapore Career Business Leader,  Mercer

 

 

Ephraim Patrick

Ephraim Patrick

Pacific Workforce Transformation Leader, Mercer

Cynthia Wenzel

Cynthia Wenzel

Central Europe Change and Culture Transformation Leader, Mercer

Connect with our experts to find out more.