Organizational culture in an inside each company must be something performed and executed and committed by all the employees, not just one single team. It has to start by top management, they must lead, they must act and be the great leaders of all the employees so they act like model and for that they really need to involve the employees in the decisions, in innovations, they must be aware of the program, they must contribute to the approach, they must contribute to the goals and all the employees must feel that they really contribute and they really have and add value to the results of the company. Resilient company culture?
Resilience is to be continually adapted to any circumstance whatever it happens it’s not just only a matter of disasters, it’s much more than that.
In most organizations, leadership sets the tone of the resilient culture, and employees pick up their cues and carry the strategy onward. One factor of a resilient culture, after all, is that people understand their place in the company and they have confidence knowing where things are headed. Managers should care about this because the resiliency of their team is a direct reflection of their ability to communicate the mission and direction of the company and to lead by example, demonstrating how they handle stress and change.
Resilience in the business world means an organization will survive and may even thrive when difficult situations happen. And looking back throughout the history of business we see this truth proven time and again when companies flounder.
The human drive to overcome obstacles, when grouped together in a team, can practically move mountains. It becomes corporate resilience when the entire company bands together, solves problems, and works towards a bright future.
That shared belief that they can overcome a problem, combined with expert leadership, often helps steer companies away from the rocks. On the other hand, imagine a company facing a big disruption who has disengaged workers. Instead of drawing strength from each other, odds are your workers will turn to polishing their resumes since one job is much like another to them.
There are many ways to create and maintain a culture of resiliency. Depending on where your organization is now, it can take some time to develop this kind of organization. We recommend the following methods for accomplishing a culture that inspires resiliency.
Hire people who have demonstrated resilience in past roles or promote employees who shown this ability. All organizations need good managers who are resilient in the face of challenges, so support your managers with leadership development training that includes resilience work. Reward your employees who go out of their way to solve problems, take things on that others find impossible, and solve customer issues effectively.
Start flattening out the organizational chart with a culture that is less focused on hierarchy and more focused on respecting everyone’s contributions. Reduce the layers of management in the organization by re-assigning some to new roles, such as Resilience Manager or Employee Happiness Directors. Make your leadership accessible and approachable.
Employees cannot possibly thrive in an environment where they are continually bombarded with too much work. Many tasks can be allocated, outsourced, or automated. Find ways to design work types that don’t involve piling on the work. Let employees decide what they can take on once a new project comes along or an old project ends. Stressed out, burnt out employees cannot see the bigger picture of the organization when they are buried in redundant tasks. They’re loyalty and engagement levels also drop.
Resilient cultures take time to build and develop, but the rewards for a company are enormous. Results include engaged and empowered employees, thorough and considered responses to changes in the external environment, enhanced reputation and stakeholder relationships, and inspirational leadership. And, most importantly, the organization becomes truly sustainable.