Culture is woven into every facet of an organization, to the point where employees with differing or corrective perspectives may experience pressure to blend in to reduce the discomfort of not connecting with their workplace. Even in scenarios where a company’s existing culture is effective and enjoyable, it’s important to rethink it if it fails to align with your most crucial goals.
Through my journey within the organization—from marketing manager to chief relationship officer and then president—I’ve become aware of the entrenched feeling of needing to “fit in” that new hires often feel. Cultural environments are in a state of constant evolution—or at least they should be—and sometimes it requires fresh perspectives to identify necessary changes. Therefore, rather than simply outlining the company’s cultural identifiers and disseminating them, I encourage staff members to contribute to the culture-developing process, fostering a team characterized by shared values and a rich assortment of ideas and viewpoints.
If you’ve recently begun a new role and have suggestions for enhancing your organization, don’t hesitate to voice them. As someone who closely monitors cultural dynamics, I can assure you that your perspectives are both valuable and essential. Here are three approaches I’ve learned that can help transform a company’s culture:
1. Grasp the organization’s needs.
People often shy away from criticism. They are 30 times more likely to be actively engaged in their job when their strengths are acknowledged rather than their weaknesses—and they might fear that a new initiative will overburden them. Therefore, it’s crucial to illustrate how your idea will enhance everyone’s work experience.
When I joined Rocksauce, the organization was streamlined and results-focused, neglecting to consider its culture or core values. However, after participating in a leadership conference centered on organizational culture, I recognized that the company could greatly improve by emphasizing this domain. I took the initiative to develop a more efficient system for managing employee benefits and established a clearer protocol for requesting time off.
After testing a few initiatives, I demonstrated that increased transparency within the culture boosted both productivity and innovation. Tackling cultural issues allowed the organization to focus on broader priorities and facilitated the development of its current gratitude-driven, positive workplace atmosphere.
2. Conduct thorough research.
When you spot a practice or mindset that needs updating, propose a specific solution or action plan. Before presenting it to your higher-ups, however, investigate whether similar initiatives have been tried in the past. If they were, how did they fare? Were they successful or not? Gaining insight into the context behind the issue will make your proposal stronger and more likely to gain approval. Review the company’s mission statement as well, and link your proposal to the organization’s values and larger objectives to construct the most persuasive argument possible.
Next, find an appropriate moment to discuss your ideas with your direct supervisor. If you partake in periodic review meetings—such as after 30, 45, or 60 days—leverage those opportunities. Your manager can offer critical feedback and assist in strategizing the timing of your presentation. They might inform you of an upcoming meeting where your topic could be discussed, or suggest waiting until a particularly busy period has passed. Timing is key for innovation; thus, enlist knowledgeable allies in your strategy who can help determine the perfect moment.
3. Contribute your whole self to the initiative.
Raising your voice as a newcomer can be challenging. You may feel a compelling need to conform, equating fitting in with happiness. While happy employees reap numerous benefits—from enhanced productivity to improved well-being—research indicates that workplace conformity can undermine effective teamwork.
Embrace your unique qualities and share your distinct ideas. When leaders seek cultural fit, they don’t just look for individuals similar to themselves; they seek team members who will question them and promote more innovative approaches to collaboration. For instance, we recently onboarded a manager who is an avid gamer; she integrates gaming strategies into her work, and her attitude of “work as play” coupled with her unique management approach has revitalized the organization. Likewise, don’t hesitate to utilize your strengths and passions in driving change, regardless of how unconventional they may be.
As a recent hire, you hold a unique position to offer invaluable insights regarding the organization’s image, the effectiveness of integrating new team members, and opportunities for improvements that benefit both employees and clients. Be the transformation you wish to witness in your workplace. Both you and your organization will reap the rewards.
