Agile Organization

Refined Standard: The New Way to Protect a Lean Culture

Leaders of an organization define its culture and are responsible for refining it. However, lack of a clear and standardized system that includes methods, policies, and ability to identify new and existing gaps make it difficult to protect the culture.

The culture of an organization should be protected by those who have the power to take the right decisions. In this article at Lessons in Lean, Gregg Stocker explains that the establishment of an effective work culture does not happen by accident. Sheer commitment, constant refinement and improved competitiveness are the key principles of work culture improvement.

Backflip Margin

While being on the verge of progress, the possibility of slipping back into old ways is high for an organization. The only possible way to save it is to take hiring, promotion, and development decisions in alignment with the organization’s needs. Develop standards that guarantee the protection of work activities and make objective decisions about hiring new talent or promoting the right candidate.

Since human resource (HR) department is constantly involved in many of these areas, it is their responsibility to look for ways to strengthen, rather than weaken, the company culture. A strong HR team is in the best position to develop systems that protect the organizational culture from damage. However, many HR departments lack in designing protective standards and even if one person is allowed to bypass them, it deteriorates the entire process. In turn, everything moves back towards the prior state and the organization’s culture loses its ability to provide a competitive advantage.

Deal Tactfully

The possibility of protecting an organization’s culture is possible only when the elements become standardized and embedded into their regular operations. This is possible only in these circumstances:

  1. Develop standards for cultural dimensions like hiring, promotion, training, and development.
  2. Make each employee aware of the standards while ensuring that countermeasures are placed well to maintain standards.
  3. The HR team is held responsible for protecting the culture by communicating and assuring compliance.
  4. The HR team has the authority to enforce the standards in all instances.
  5. Job rotations to HR positions to help each individual develop a deep understanding of the standards, systems, and processes that are critical to the organization.

The author believes that it is not the sole responsibility of the HR team to protect the company culture, but each employee is responsible for keeping the vision alive, helping each other, and developing abilities to help leaders make effective transformations. Click on the following link to read the original article:

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